Month: May 2012

Structured Mentoring

Posted on by Seniye Groff

I have created several mentoring programs, both for clients and for teams that I managed when I was an employee.  I really believe that both the mentor and the mentee gain from this relationship.  For the mentor, they gain skills such as how to give feedback and how to provide direction and they are sharing their knowledge, which builds self esteem.  For the mentee, they receive real-time feedback on actual work and hear real-life scenarios and solutions.  Furthermore, if you do it right, you will balance the skills of the mentor and the mentee so that both learn from the relationship.  For example, if as an instructional designer you need both solid writing skills and adult learning theory, put two people together-one with awesome written communication skills and the other with formal adult learning theory knowledge.

One resource that I found valuable when creating a mentoring program was the book, “Making Mentoring Happen” by Kathy Lacey.  Also, in the May 2012 issue of Chief Learning Officer there is an article titled “Breathing the Same Air is Not Enough”.  Although the title is a bit hokey, the main point is dead on.  Oftentimes, companies believe scheduling informal lunches or chats can be considered mentoring.  With that type of setup, it really is only a conversation; the mentee never gets to really dissect real issues.  There needs to be expectations, an action plan, scheduled ongoing meetings, accountability and follow-up.  According to Lollis, “Mentoring needs to be approached with intention and structure.”

Before I launched my mentor program, I provided training for both mentors and mentees.  Both parties need to know expectations, how-to’s and to be given tools to be used to be successful in their respective roles.  I even gave them a list of questions to help get the conversation going, as well as, provide more thought-provoking discussions beyond “How’s it going?”  And don’t discount the possibility of a mentoring program if team members are at a distance.  Mentoring is totally possible with today’s tools such as Skype.

Another article from the May 2012 issue of CLO. 

 What has worked with mentoring programs that you have been exposed to?

Love Learning, Love Change

Posted on by Seniye Groff

I love to learn new things.  I love change.  That point of discomfort is when I know I am forcing myself out of “comfort zone”.  I know that most people try to stay as far away as possible from that discomfort zone, but I guarantee that if you are willing to color outside the lines once in a while, you will be amazed at how many new things you can learn. 

Here are some ways that I try to erase the ordinary, both at work and in my personal life:

  • I try at least two new recipes a week.
  • I try to have lunch or coffee with someone I haven’t met at least once a month.
  • I have a list of things I want to learn how to make.  I have mastered cheese, yogurt and bread and my next thing is roasting my own coffee beans.  I will be able to check that item of my list next Saturday, by the way!
  • I read voraciously and read a varied reading list.
  • I volunteer a lot and with a variety of organizations with various missions.
  • I have eclectic interests which means I have an eclectic group of friends and acquaintances which means I am exposed to a wide variety of views, interests and knowledge.
  • I love to travel.  Nothing will get you out of your comfort zone faster than going somewhere that doesn’t speak English!
  • I attend all sorts of webinars on a variety of topics…they cost nothing but my time and I usually garner at least one new nugget of information, thought or idea.