Mentoring: A Professional Development and Succession Planning Strategy Presented by: Ruby H. Greene, MPA RHG Consulting Services Liza L. Long, RN Cobble Hill Health Center RHG Consulting Services 1
Mentoring What is mentoring? Mentoring as problem solving Mentoring as an art Mentoring, another leadership tool Mentoring for succession planning RHG Consulting Services 2
Mentoring Mentoring roles and responsibilities Desired characteristics of a mentor Desired characteristics of a mentee RHG Consulting Services 3
Essential & Qualities of Mentoring Relationships Trust Self esteem Partnership building Time respect Balance Truth Generosity Passion courage RHG Consulting Services 4
Mentoring Competencies Surrendering Accepting Giving extending RHG Consulting Services 5
Six Step Mentoring Process Evaluate characteristics Identify mentoree Establish guidelines Perform roles Evaluate relationship End relationship RHG Consulting Services 6
Three Types of Mentoring Traditional mentoring Planned mentoring Self-mentoring RHG Consulting Services 7
Barriers to Effective Mentoring Management support Time Assessing & selecting mentors and mentorees Monitoring and measuring success Avoiding favoritism Mentoring versus open competition for promotion RHG Consulting Services 8
Benefits of Mentoring Faster orientation and enculturation Knowledge transfer Strengthened relationships and culture Increased loyalty and retention Succession planning Faster development of new leaders Higher overall capability of workforce RHG Consulting Services 9
ACTIVITY: Finding a Mentor 1. Determine a professional need you have 2. Create a list of potential mentors 3. Select a few possible mentors who might be right for you 4. Create a Mentoring Action Plan Select a particular learning need or goal that you have Identify one key result or outcome that would have the most impact on your effectiveness What resources or people do you have access to that could help you in this development area What level of skill do you need in this area (e.g., familiarity, certification, ability to train others RHG Consulting Services 10
Mentoring as Professional Development Some basic assumptions The purpose for mentoring The mentor s role and tasks RHG Consulting Services 11
Mentoring as Professional Development Selection of mentors Exclusive Inclusive Matching mentors and mentorees Expectations for mentors and mentorees RHG Consulting Services 12
Mentoring as Professional Development Training The support for mentoring The context for mentoring RHG Consulting Services 13
Mentoring and Leadership Leadership and mentorship appear to be closely aligned, as relationships, rather than structures, become more valued with work settings. Ann Darwin RHG Consulting Services 14
Mentoring is More than Teaching Mentoring involves going above and beyond. It is a relationship in which a person with greater experience, expertise, and wisdom counsels, teaches, guides, and helps another person to develop both personally and professionally. Gordon Shea RHG Consulting Services 15
Mentoring: Succession Planning A strategy for minimizing the impact of departures RHG Consulting Services 16
What Happens When People Leave? What is the Impact on work group? Impact on division/department? Impact on the organization as a whole? Impact on YOU? RHG Consulting Services 17
Why Isn t Succession Planning More Common? Time consuming Important, but not urgent No immediate results Resistance from managers and directors RHG Consulting Services 18
Why Succession Planning Should be a Common Practice Leaders/potential leaders want to work for quality organizations Limited talent pool Provides an opportunity to identify potential leaders and groom them for advancement Helps the organization prepare for the future RHG Consulting Services 19
Action Steps to Succession Planning Identify the desired leadership skills and attributes of successors Identify potential leaders Share vision with each employee Assess each individuals goals RHG Consulting Services 20
Action Steps, continued Identify gaps in skills Assign growth tasks and training Mentor to so that they re ready to ascend into leadership Don t let those who are not interested in advancement hold you back RHG Consulting Services 21
ACTIVITY: Succession Planning Small Group Discussion 1. Think about a position you aspire to 2. Think about a member of your staff who might aspire to your position What professional core competencies are essential for your job or the job you aspire to? Who on your staff or in your organization currently has them? What strategies can you think of that would help you help a member of your staff develop those competencies?. What strategy can you take to develop competencies for the position you aspire to? RHG Consulting Services 22
The Value of Mentoring An important part of succession planning Builds long-term, organizational loyalty Customized on the job development Inexpensive primarily soft costs Flexible: formal or informal A good mentor-mentee relationship can be beneficial throughout a career RHG Consulting Services 23
Final Thoughts. People quit people before they quit organizations What are you doing to inspire your brightest and best to stay with you? How much do you know about your employees, their goals and aspirations? What are you doing to help them achieve their dreams? RHG Consulting Services 24
Questions? RHG Consulting Services 25