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The Growth Connection
Mentoring Connections Newsletter
In this issue
Welcome to The Growth Connection's first ezine newsletter !
This is intended to be a useful resource for you with web links, resources, case studies and sharing information from our own research and experience. The Growth Connection has designed and implemented 38 formal mentoring programs across Australia and the principal, Imogen Wareing is recognised nationally and internationally for her expertise in all aspects of mentoring.
We love to hear from you so requests for articles and tips, examples from your own experience and feedback will be very welcome.
Mentoring continues to consistently deliver a rich development and learning environment to the benefit of mentors, mentees and organisations.
The Growth Connection is committed to generating informed interest and action in mentoring of all kinds.
Mentoring Connections Network Meeting
For anyone interested in mentoring.
Working with Imogen Wareing, Citibank implemented a mentoring program in 1997 to support their two year Management Associates program for recent graduates' management development.
Please contact The Growth Connection to book your place.
Graduate programs are coming of age in Australia. The Australasian Association of Graduate Employers notes in an October 2003 report that employers are employing on average 10% more graduates, and as Margot Kropinski-Myers from the Department of Defence says "We want to grow our senior executives. Graduates are more expensive to employ, but we want them to be with us for the long haul." 1
Formal mentoring for graduates plays a key role in most successful graduate programs. It has been well documented that mentoring is a process which facilitates the elimination of role ambiguity/conflict, helps to reduce stress and assists the graduate to acquire new skills quickly2. The graduate is more effective earlier in their new role and mentoring is the single most significant factor in retaining graduates. The existence of a mentoring program also attracts the most talented of graduates, rating high on the list of what they look for in seeking employment.
The Growth Connection has had significant involvement with providing mentoring programs to graduates, providing specific services (training mentors and mentorees, evaluation of existing programs) as well as designing and implementing complete programs. Our work with both private and public sector organisations confirms that these new employees have significant contributions to make from the beginning of their careers, when they are supported and encouraged to do so.
The Project Manager who introduced mentoring into Citibank for their graduate recruits believes "Mentoring is a tremendous tool for companies adapting to major change being faced globally by corporations today". He found "It's one of the best, most cost effective and impactful ways you can develop someone. It is a strategic initiative because it not only passes on the values and culture of an organisation, it contributes to staff satisfaction and retention".
1From campus to corporation", (2003) Teresa Russell. Human Resources, 19/11/03, pp14--15. 2The socialization of high-potential graduates into the organization: Initial expectations, experiences and outcomes" (1997) Thomas N Garavan; Michael Morley. Journal of Managerial Psychology, 12,2; pp118 -- 137.
Technology and mentoring
Technology is becoming embedded everywhere in organisations including mentoring relationships. In our program evaluations we are seeing anecdotal evidence that, in fact, many relationships are being maintained on-line and by telephone. Distance and shift-work are two factors in using technology but so is the tool that email itself has become in the workplace even with a mentor in the same location.
Technology may offer many advantages to the mentoring relationship
The Growth Connection is pioneering the steps towards self management of formal mentoring programs through the use of intranet sites and email, backed by training.
Technology is expanding the opportunities for mentoring more people have the chance to be involved, and relationships have the potential to develop in new and different ways. If managed correctly and used consciously as the powerful tool that it is, technology (and especially email) can enrich and support mentoring outcomes in many contexts.
1Telementoring: Shaping mentoring relationships for the 21st century", Talmadge Guy, Critical Perspectives on Mentoring, Information Series Number 388.
Mentoring Executives and Directors
These British authors have gained the status of 'mentoring gurus' through their continuing and extensive research into mentoring relationships backed by the academic rigour from their University of Sheffield base.
This book examines the particular requirements for mentoring high level mentorees - executives and directors.
As all good resource books do, this book covers the 'how to' of mentoring this level of mentoree in the early pages.
The real value lies in the extensive case studies provided, based on structured interviews with directors and their mentors. Many examples of what works for the mentorees are covered. Both mentors and mentors illustrate varying models for worthwhile mentoring relationships.
There is no 'one size fits all' for mentoring at this level and this book is invaluable for informing the mentors in how to frame and conduct these relationships.
The Mentoring Pocket Book
This book is just what it says - a pocket sized soft cover and one packed with dot point essentials with illustrations by Phil Hailstone. Readers, however, should not think this is a lightweight resource. It is both a beginners guide and a targeted reinforcement for experienced mentors and mentorees.
The key points for finding a mentor, benefits to be gained, phases of typical relationships, being a mentor, what to talk about and common questions answered are all included. Even summarised challenges faced by program co-ordinators are covered and blank pages for notes are provided at the back.
This is one for the briefcase and for the bookshelf.
http://www.mentors.ca - A great Canadian resource that includes a document archive of reports, project summaries and background papers in addition to a comprehensive analysis of current issues. Mentoring organisations around the world are linked to this outstanding site.
http://www.mentoring-association.org This is the website of the International Mentoring Association. It is packed with current and interesting mentoring information for every context, supporting the needs of both members and non-members. The IMA states that "Every member of the International Mentoring Association brings a diverse, unique experience and a fresh perspective from the various fields of mentoring that each represents. But all members share a common commitment to learning how to increase the effective use of mentoring through our work together."
Mentoring Connections National Conference 2004
Discover how well respected corporations such as Bell Canada, Rogers Wireless, Ernst and Young and IBM are effectively using mentoring today to develop employee talent.
The Many Dimensions of Mentoring
More details about this event will be posted on the IMA website as they are available
'Mentoring for Success' 2 day 'How to' Design and Implement Mentoring Programs Workshop April 22nd-23rd2004, Singapore
Presented by Imogen Wareing, Principal of The Growth Connection, this workshop is for HR and Learning and Development professionals. It covers all aspects of designing, managing and measuring successful mentoring programs.
More details are shown on the Worklife Asia website http://www.worklifeasia.com
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