Creating a Mentoring Culture: What Leaders Need to Know and Do Dr. Lois J. Zachary Facilitator ©Leadership Development Services, LLC

Creating a Mentoring Culture: What Leaders Need to Know and Do ©Leadership Development Services, LLC

Our Focus Today Look at how to develop, implement and enhance mentoring practices within an organization Introduce 8 hallmarks of a mentoring culture Focus on creating organizational readiness, providing a continuum of mentoring opportunities, building-in ongoing support Identify what leaders can do to become culture builders and support sustainability

Benefits of a Mentoring Culture 5/20/2018 Benefits of a Mentoring Culture Supports and sustains all the mentoring that goes on in the organization. Strengthens relationships throughout the system. Adds to the vibrancy and productivity of an organization and its people. Helps people feel more connected to each other and the mission. Promotes mentoring excellence as the standard of practice. CAMC Canisius

Why Mentoring Efforts Fail 5/20/2018 Why Mentoring Efforts Fail Lack of commitment from senior leaders Poor roll out timing Naysayers Untested assumptions About what mentoring is Attitudes and perceptions about formal programs Fuzzy program goals Lack of qualified, capable and committed mentors Lack of thoughtful pairings CAMC Canisius

Why Mentoring Efforts Fail 5/20/2018 Why Mentoring Efforts Fail Breach of confidentiality Lack of time Lack of communication Failure to continuously evaluate the program Failure to act on lessons learned Lack of continuity or commitment of mentoring program leaders The fizzle syndrome MD Anderson

5/20/2018 Lessons Learned

Launching a mentoring program without simultaneously creating a mentoring culture reduces long-term impact and sustainability.

Sustainability Support Readiness Opportunity

Multiple Mentoring Opportunities The Eight Hallmarks 5/20/2018 Alignment Accountability Communication Value and Visibility Demand Education & Training Multiple Mentoring Opportunities Safety Nets

1. Alignment People Values Vision Understanding Strategy Structure 5/20/2018 Readiness People Values Vision Understanding Strategy Structure Communication

What do you do when no one is looking? 5/20/2018 Culture What people do when no one is looking What do you do when no one is looking?

My Organizational Culture Four words that describe your organization’s culture. Share your descriptors in the chat area.

2. Accountability Setting Goals Clarifying Expectations Readiness 2. Accountability Setting Goals Clarifying Expectations Defining Roles and Responsibilities Monitoring Progress and Measuring Results Gathering Feedback Formulating Action Goals Integrating Process Improvements

Identify Success Factors What would a successful mentoring culture look like for you?

Define Roles and Responsibilities 5/20/2018 Define Roles and Responsibilities Leadership Mentor Coaches Mentees Mentors

3. Communication Readiness 5/20/2018 Awareness Understanding Acceptance Commitment Actions Integration

Develop a Communication Strategy 5/20/2018 Stakeholders Objectives Key Messages Vehicles When/How Often Accountability

4. Value and Visibility Role modeling by leaders 5/20/2018 4. Value and Visibility Readiness Role modeling by leaders Reward, recognition and celebration Support Appreciation Check to make sure that you are on target and what you are doing is working What is working? What is getting in the way?

5. Demand Has a multiplier affect Motivates participation 5/20/2018 5. Demand Readiness Has a multiplier affect Motivates participation Spurs conversation and dialogue about mentoring Builds credibility Produces momentum Inspires application of new insights and learning

Readiness: What You Can Do Make the business case Get everyone on the same page Define goals and success factors Articulate roles and responsibilities Establish criteria

6. Multiple Mentoring Opportunities 5/20/2018 6. Multiple Mentoring Opportunities Opportunity Virtual (on-line) One-on-One Group Mentoring Facilitated Peer Team Situational mentoring DIY Flash Mentoring Supervisory Informal Formal

7. Education and Training Opportunities Opportunity Awareness education Understanding Training Videoconferencing Newsletters Mentoring coaching Networking Renewal opportunities Intranet support Just-in-time support

Education and Training 5/20/2018 Education and Training What kind of training is needed? Formal? Informal? What support do mentors and mentees need? What is already in place that you can build on? What resources can you draw on?

Opportunity: What You Can Do Create opportunities to promote formal and informal mentoring Look for ways to show how mentoring is enriching the culture Identify venues for sharing best practices Offer a continuum of mentoring education and training opportunities Plan “with” rather than “for” Make sure the appropriate technology is available and participants have the technological know-how to use it Encourage creative, thoughtful and culturally sensitive pairing Think outside the box (DIY) Incorporate mentoring into your leadership development training

Where it falls apart… 5/20/2018 Support Readiness Opportunity

8. Safety Nets Mentors Mentees Who Else? 5/20/2018 Support 8. Safety Nets Anticipate the stumbling blocks Set processes in place for “if and when” they occur Analyze organizational roadblocks that might get in the way Build in a process roadmap for addressing them Mentors Mentees Who Else?

Anticipate and Address Obstacles 5/20/2018 Support Anticipate and Address Obstacles Stumbling Blocks Proactive Reactive Roadblocks

Infrastructure Leadership Time Support Knowledge Resources 5/20/2018 Support Knowledge Resources Leadership Financial Resources Human Resources Technology Time

5/20/2018 Support Staying on Track

Support: What You Can Do Stay on track* Monitor progress Measure results Recognize, reward and celebrate mentoring Share best practices Strengthen your infrastructure Provide a continuum of support

Multiple Mentoring Opportunities The Eight Hallmarks 5/20/2018 Alignment Accountability Communication Value and Visibility Demand Education & Training Multiple Mentoring Opportunities Safety Nets Coming full circle

Sustainability Support Readiness Opportunity

Everyone Is A Culture Builder What does it mean to be a culture builder? Actively contributing to building the culture by what you say and do. Making a commitment to mentoring by communicating the importance of mentoring. Viewing culture building as a leadership responsibility.

Reflection on Learning 5/20/2018 Reflection on Learning A new insight for me. . . . How I will apply what I learned . . . Culture building conversations I need to have . . . Questions that remain . . .

For more information, contact Dr. Zachary at: lzachary@leadservs.com These materials may not be reproduced or distributed without express written permission.