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Building Highly Effective Professional Relationships March 4, 2015 Jennifer R. Cohen,

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Presentation on theme: "Building Highly Effective Professional Relationships March 4, 2015 Jennifer R. Cohen,"— Presentation transcript:

1 Building Highly Effective Professional Relationships March 4, 2015 Jennifer R. Cohen, Ph.D. j.renee.cohen@gmail.com @jreneecohen

2 Tools For Building Highly Effective Professional Relationships  Focus on reciprocal relationships  Communicate to clarify expectations & progress  Be a productive village member  Create your Board of Directors  Develop your mentor philosophy  Recognize and respond to Pseudo-Mentors

3 Mission  Empower students to build effective mentoring relationships, lead discussion that creates a supportive learning environment, & help build a sense of community and collaboration.  Goals: Start a conversation about mentoring & provide  Tangible takeaways on how to participate in an effective mentoring relationship  Tools for responding to Pseudo-Mentors

4 Outline  Define mentorship for ourselves  Discuss mutual benefits  Discuss components for effective mentoring relationships  Discuss strategies for identifying and responding to Pseudo-Mentors  Talk openly about questions/concerns

5 How do you define mentorship?  Concept of mentoring 1 st introduced in Greek Mythology  Ulysses entrusts his son under the care and direction of an old friend named Mentor  Epic journey + wisdom = success  Audience Poll:  A mentor is _____  List some characteristics

6 You are responsible for identifying mentors who:  Promote mentee-driven progress  Provide intuitive feedback  Develop your capabilities  Help you to problem solve and build self-reliance  Promote you within their own networks  Have track records for successful mentor-mentee relationships

7 Mentors demystify the How and Why  Provide advice, share knowledge and experiences  How do I prepare for this class/ write a grant proposal?  How can I make myself more marketable?  How did you transition from student to young professional?  Provide personal support navigating environments /cultures, use critical reflection to give feedback and develop strategies  Why wasn’t my grant proposal successful?  Why is the system this way?

8 Mentoring relationships are dynamic  Formal  Often arranged by an organization  Pre-articulated expectations  Informal  Often arranged by individuals to focus on specific needs  Expectations articulated by the individuals  Long term  Often include regular meetings, updates  Short term  Project-specific mentors  Transition mentors

9 Reciprocity: Mentor Benefits  Increased motivation and sense of achievement  Refined interpersonal skills  Revitalized interest in work  Enhanced status  Extended influence  Satisfaction of seeing some one else grow  Opportunity to take time out/reflect  Improved understanding of generational differences  Fulfillment of own developmental needs

10 Reciprocity: Mentee Benefits  Positive role model  A source of guidance and perspective  A safe space to try out ideas  An opportunity for personal reflective space  A source of stretch and challenge  Access to networks and other learning sources  Increased responsibility for own training  Increased motivation and achievement  Personal growth and development  Enhanced existing skills & opportunities to learn new skills

11 Components for creating effective mentoring relationships  Preparation  Setting Expectations  Finding Common Ground  Exploration  Reflection

12 Prepare yourself  Know your personal / professional values  What do you hope to gain?  Strengths? Needs? Objectives?  Prepare questions you want to ask them  Mentor philosophy  Management style  Cultural environment  What has helped them the most?

13 Set Expectations  Set and communicate expectations early  Time commitment  Meeting frequency  Preferred learning/teaching styles  Discuss limitations to the relationship  Write a simple agreement  Discuss built-in evaluation  How will you know when the relationship is not working?

14 Find Common Ground  Look for ways to relate  Discuss personal and professional interests  Ask why mentoring appeals to them  Discuss previous mentoring relationships and how they were helpful  Interact in various environments

15 Explore  Consider topic-specific meetings  Brainstorm on priorities  Create realistic timelines

16 Reflect  Is the mentorship working?  Take time to reflect after a meeting or interaction  What did you learn?  What was / was not helpful?  What would you do differently next time?  Long-term reflection on growth

17 The Pseudo-Mentor  Audience Poll:  A mentor is NOT _____  It is important that you create a diverse Board of Directors  Collect mentors, appreciate cross-racial/gender mentorship  Do not rely on one person, too much is at risk  Realize when you are not being mentored and fix it immediately  You are accountable for what is AND is not on your resume

18 Strategies for identifying and avoiding the Pseudo-Mentor WARNING!  Pseudo-Mentors  Give minimal investment, use toxic communication, known for having difficult personalities, have weak track records with student success  Solicit agreement, intimidate, humiliate, appear distracted from your project, can be forceful with choices, create competition amongst peers  Undermine your efforts, lack transparency, make you feel guilty, do not provide professional development opportunities, discourage extracurricular interests, allow conflicts to go unresolved  …

19 Strategies for identifying and avoiding the Pseudo-Mentor  Small group discussion  Share examples of strained mentoring relationships  How did you handle / resolve it?  One speaker/group will report back to the larger group  Index Card feedback:  What was the most useful part of the workshop?  What do you wish faculty realized about mentorship?

20 Tools For Building Highly Effective Professional Relationships  Focus on reciprocal relationships  Communicate to clarify expectations & progress  Be a productive village member  Create your Board of Directors  Develop your mentor philosophy  Recognize and respond to Pseudo-Mentors

21 Thank you Feedback on index cards Questions or comments? j.renee.cohen@gmail.com @jreneecohen


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