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

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

4. 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

5. 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

6. 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

7. 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

8. 5/20/2018
Lessons Learned

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

10. Sustainability
Support
Readiness
Opportunity

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

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

13. 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?

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

15. 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

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

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

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

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

20. 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?

21. 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

22. 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

23. 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

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

25. 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?

26. 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

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

28. 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?

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

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

31. 5/20/2018
Support
Staying on Track

32. 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

33. 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

34. Sustainability
Support
Readiness
Opportunity

35. 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.

36. 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 . . .

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