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CFDLS © 2014 Central Florida Diversity Learning Series 2014 Evaluation Summary of Session 4 on July 29 th Mentoring – Creative Resources and Methods for Inclusion Presenter: Ketra L. Armstrong, Ph.D.
CFDLS © 2014 EVALUATION DETAILS A total of 20 evaluations were turned in, 12 of which were filled out by managers and 8 of which were filled out by individual contributors or employees. A total of 24 people attended the session. The first 3 questions asked participants to rate their knowledge before and after the session, on a scale from 1-5. Questions 4-7 were open-ended with room to write in responses.
CFDLS © 2014 1.I am knowledgeable about both the formal and informal mentoring methodologies available. Based on 12 manager responses and 8 individual responses. Managers’ total improvement: 21%IC’s total improvement: 57%
CFDLS © 2014 2.I understand the new and emerging technologies that support mentoring processes and success. Based on 12 manager responses and 8 individual responses. Managers’ total improvement: 67%IC’s total improvement: 71%
CFDLS © 2014 Based on 12 manager responses and 8 individual responses. Managers’ total improvement: 96%IC’s total improvement: 88% 3.I know how to find, select, and implement innovative mentoring methods, concepts, and techniques.
CFDLS © 2014 Average Rating per Question (Managers and Individuals Combined)
CFDLS © 2014 Total Percentage Improvement per Question (Managers and Individuals Combined)
CFDLS © 2014 OPEN-ENDED ANSWERS 4.What was your most significant learning today? Managers: It was a confidence builder relative to my own mentoring. The undergirding theory was helpful. The strategic mentoring plans are very helpful. The mentoring assignments. The various layers to a mentoring program. Overview of progressing/diversifying though on mentoring specifically how it drive inclusion. Great amount of resources to tap to help me in my mentoring project. Psychological mentoring.
CFDLS © 2014 OPEN-ENDED ANSWERS 4.What was your most significant learning today? Managers: Strategic plan. Cultural aspects can greatly impact the mentoring relationship. How critically mentorship can impact an inclusive environment. Loved her first worksheet that showed how we create simple biases and cultural positive and negative norms. Sometimes unintentionally.
CFDLS © 2014 OPEN-ENDED ANSWERS 4.What was your most significant learning today? Individual Contributors: Getting diverse programs closer to integrating into the mainstream culture. Overall framework for strategic mentoring program. The ingredients of successful, inclusive mentoring. Identifying cultural mentoring. Tools for strategic mentoring programs. Haven’t thought about how mentoring could be an impactful method for creating a more inclusive network. Other ways to think about mentoring reverse mentoring it’s shadow. Employee program.
CFDLS © 2014 OPEN-ENDED ANSWERS 5.How will you use one or more of the tools presented/ practiced today? Managers: Enhance the mentoring programs we have for our interns. I have created mentoring programs at the collegiate level for students. However, I can better fine tune the information that was shared today to better serve the community organizations that I work with. Evaluation tool. Continue to improve our programs. Incorporate into our plans. Starting a diversity group mentoring program.
CFDLS © 2014 OPEN-ENDED ANSWERS 5.How will you use one or more of the tools presented/ practiced today? Managers: I will use this information to ensure I empower those I lead and complete self-actualization. Will use some of the assessments with team and will create a more systematic contact/plan with my current mentees.
CFDLS © 2014 OPEN-ENDED ANSWERS 5.How will you use one or more of the tools presented/ practiced today? Individual Contributors: In my teams/client groups. More diverse filtering and hopefully weighing in on some new mentoring programs. We’ve been unsuccessful in the past with developing and rolling out mentoring programs. I’m going to take this info back so we can revisit the conversation. Talk to my leadership. Will share some of the exercises with our employee relations team.
CFDLS © 2014 OPEN-ENDED ANSWERS 5.How will you use one or more of the tools presented/ practiced today? Individual Contributors: There have been many discussions about the need for mentoring programs at my institution but my resources have been scarce. The resources and the info provided today will be helpful if and when our institution recognizes the need for and value of mentoring. The assessments. Great to leverage with our employee resources groups.
CFDLS © 2014 OPEN-ENDED ANSWERS 6.How might you integrate what you learned about disability inclusion into your organization? Managers: Use the plans as a checklist. Assessment tool to match versus more of an assigned approach versus deeper. Add to our D&I initiatives. Ensure we are mindful of cultural differences in our employee-focused programs to engender inclusion and ultimately, synergy. This supports our areas ongoing desire to create member programs.
CFDLS © 2014 OPEN-ENDED ANSWERS 6.How might you integrate what you learned about disability inclusion into your organization? Individual Contributors: Cross-cultural factors. Great impact to personally choose a mentee or prep myself to be a great mentor. Use it to help me move to a new area. Share with new mentors. Develop a strategic mentoring plan for my new mentoring engagement. I am starting a new mentor-mentee relationship where I was assigned a mentee.
CFDLS © 2014 OPEN-ENDED ANSWERS 7.Other comments: (usefulness of handouts, quality of the presenters, facilitators, food, facilities, access, insights): Managers: Excellent presenter. Helpful written material. Engaging speaker – thanks! The information presented will help with shaping this data and foundations with other organizations. Very nice, thank you! Great! Great job!
CFDLS © 2014 OPEN-ENDED ANSWERS 7.Other comments: (usefulness of handouts, quality of the presenters, facilitators, food, facilities, access, insights): Managers: Fantastic session! Tons of info and presented solidly so I can immediately implement. Really enjoyed Ketra’s presentation style Great morning, thank you!
CFDLS © 2014 OPEN-ENDED ANSWERS 7.Other comments: (usefulness of handouts, quality of the presenters, facilitators, food, facilities, access, insights): Individual Contributors: Great class / session Great all around! Very engaging presenter. Worry about the enormity of implementing a program of this type. Everything was very nice and presenter was excellent. Thank you for the invitation to attend. Thank you!
CFDLS © 2014 OPEN-ENDED ANSWERS 7.Other comments: (usefulness of handouts, quality of the presenters, facilitators, food, facilities, access, insights): Individual Contributors: Well done Recommend clarifying at the start that the “mentoring” connection of the presentation is coming after the first half of presentation so that people stay connect not start wondering why it is being covered.
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CFDLS © 2015 Central Florida Diversity Learning Series 2015 Evaluation Summary of Session 5 on September 22 nd White Men in the Inclusion Model – Capitalizing.
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