1. PANEL 3: Strategic Mentoring: The Power of Many Naseem Mariam 98400 79220 naseem.mariam@aricent.com

2. 2 Topics  Mentoring –Definition, The Mentoring Process –Boss – Teacher – Coach - Mentor  Strategic Mentoring –What is strategy? why a mentoring strategy? –Ground rules for success in strategic mentoring, Benefits –Examples from industry  The Power of Many –Culture, Values, Soft Skills, Success Principles –Network the Mentors, Why Women need Mentors  Way Ahead … Next Steps –On a Personal Note … Mentoring Unconsciously  Additional slides –Coach vs. Mentor, What a Mentor is, what a Mentor is not –Qualities of Mentor, Qualities of Mentee –Johari Window, Conscious Competence, Mentor as an Agent of change

3. 3 Mentoring is a collaborative, mutually beneficial partnership between a Mentor (who possesses greater skills, knowledge and experience) and a Protégé / Mentee (who is looking to increase his or her skills, knowledge and experience). Is a developmental caring, sharing, and helping relationship with a focus on the enhancement of the mentee’s growth and skill development. "My chief want in life is someone who shall make me do what I can." - Ralph Waldo Emerson

4. 4 Boss - Teacher – Coach - Mentor Learn from the mistakes of others. You can’t live long enough to make them all yourself ~ Anonymous

5. 5 Benefits of a Mentoring Strategy  Strategy: who, by whom, why, how, on what topics, for what results, tracked, monitored, measured, rewards  Eg 1. Middle management E5 by E7 (skip level) thru 1-on-1s, for uniformity in execution of company policies (esp Perf Appr, PEP, PIP, CAP, Mentoring, communication, Company Values)  Eg 2. Freshers by E3 seniors thru tutorials, workshops, on-the-job for technical skills, PEP, PIP If a mentoring program is not sufficiently embedded in a supportive organizational culture that values learning and development, it rarely flourishes…It becomes too easily expendable. ~ Zachary, 2005

6. 6 Strategic Mentoring Ground Rules  Dual role: Every Mentor must also be a mentee … continuous self improvement is the process  Regular mandatory training & workshop sessions for all staff  Expectations, roles and responsibilities, metrics of Mentor, Mentee, Mentor of Mentors (MoM) agreed & reviewed regularly Benefits to organizations  Development of junior staff  Utilization of senior staff (self-actualization)  Decrease in turnover rates/ stronger organizational commitment * Greater number of developmental relationships within the organization the greater the organizational commitment  Organizational change/stress * Mentoring can be a major factor in assisting employees to cope * Utilized by senior as much as junior staff However beautiful the strategy, you should occasionally look at the results ~ Sir Winston Churchill

7. 7 Getting the act together Case Studies at Aricent Technologies  1-on-1: Perf Enhancement Program (PEP) for all staff, Perf Improvement Program (PIP) for low perfromers, Career Action Plan (CAP)  1-on-1: E5 and above mentoring by Skip-level leaders  Peer: Task Forces, Prototypes, Competency Development, Cross Verticals’ Innovations  Group: Technical workshops with hands-on sessions, Values workshop, ALTIUS: Aricent Leadership Development Program for E5 and above in Engineering  Virtual Mentoring: emails, video conf, audio conf, go meeting, telephones, quarterly face to face reviews Where mentoring exists, the ecology or climate of the organization as a whole and within constituent units would be such that giving and receiving guidance are embedded in the values and norms of the organization. ~ Sands, Parson, & Duane, 1991

8. 8 The Power of Many Mentor the groups for  Values, Soft Skills, Success Principles, Traditions, Folklore, Shared Vision, Mission  Case Studies, Shared understanding, Similar execution, Same Standards of evaluation  Think, Speak, Act as ONE  Power of Unity Interdependent people combine their own efforts with the efforts of others to achieve their greatest success. ~ Stephen Covey

9. 9 Network of Mentors By making connections with one another, and keeping them going over time, people are able to work together to achieve things that they either could not achieve by themselves, or could only achieve with great difficulty….~ Field [2003] People with whom we have weak ties are important sources of new information. ~ Malcolm Payne [2000] The fundamental importance of networks is their capacity to stretch and lift our horizons whilst keeping us connected in associative meaning-rich patterns of existence. ~ Michael Totterdell

10. 10 Why Women need Mentors  Women need to be mentored wrt ‘accepted’ thinking patterns in industry and/or society …  Aggressive / Submissive vs. Assertive (Be Aware-in-the-Moment)  Control Emotions, Appear logical, Be Wise (Serenity Prayer) …  Not mere ‘gut-feel’ but informed decision making & risk taking  Have Lower Expectations and Lack Knowledge of their worth

11. 11 Way Ahead … Next Steps  Schools / Colleges –Mentors from industry, seniors return to mentor students (Aricent Ambassador) –Mentorship Department required; Big Brother / Big Sister pairings, Buddy system  Industry –Mission (why u exist), Vision (where u see yourself), Values (how u get there): define, common & shared understanding, mentor existing & newcomers to create success culture of collaboration & cooperation. –Need to create the supportive environment with the following essential attributes of organized mentoring: a formalized process; a supportive relationship; a helping process; a teaching-learning process; a reflective process; and a career development process.  Society –Community-based, Religious-based Mentors Be for peace, not anti-war; Focus on positives Be for oneness, do not be anti-terrorists –Local Groups: education, personality development, spare-time income, green clean environment, small topics : accumulate to give great impact. "My chief want in life is someone who shall make me do what I can." - Ralph Waldo Emerson

12. 12 On a personal note … Mentoring unconsciously Be aware of your impact and to do your best each day. To be ready for the challenge, ask yourself each day:  What have I done to show my uniqueness today?  Have I said anything that will inspire others today?  What have I done to set a positive example today?  Have I done my best today?  If someone were to think about me fifty years from now, what have I done today to make those thoughts positive and memorable?  What legacy have I left today? However beautiful the strategy, you should occasionally look at the results ~ Sir Winston Churchill

13. 13 Profile Synopsis: Naseem Mariam Naseem Mariam is Senior Engineering Project Manager with Aricent Technologies (Holdings) Ltd, Guindy, Chennai. She has 24 years of experience in the Communications Software Industry. Her specializations are DataComm & Wireless Communications, Continuous Process Improvements and Technical leadership. She writes book reviews for IEEE Software, and is a Key-note speaker at colleges & National conferences. She has co-authored & presented a paper in SPICON 2002 called “Call Graphs – A Move to Better Productivity”. She has authored 2 books and is an authority on the 4 facets of Leadership: Self Development, Customer Expectations, People Relationships and Project Management. She is currently looking for protégés to mentor in life skills. You can read her articles on google, or on the SiliconIndia network. Contact her at Chennai 9840079220, or email naseemm@oneindia.innaseemm@oneindia.in Naseem Mariam 9840079220 naseemm@oneindia.in

14. Thank You!

15. 15 Coach - Mentor Mentorship, like Leadership is based on inspiration, not domination; on cooperation, not intimidation. A true mentor is someone who will guide you but not carry you. A Mentor Is A.... A Mentor is A A Mentor is not A Friend Coach Counselor Listener u trust Motivator Companion Supporter Advisor Advocate Proud of u Role Model A “fixer” An ATM Coach Teacher Social worker Doctor Parent Cool peer Nag Savior Baby-sitter A Mentor Is A.... Coach Mentor Focus - Perf Role – Specific agenda Relationship – comes with job Source of influence - position Listens, advices, works on Arena – task related Focus - Individual Role – Facilitator flexible agenda Relationship – self selecting, Source of influence – perceived value Works with Arena - life

16. 16 Qualities of a Good Mentor - Mentee  A patient listener and eagle-eyed  Inspires trust  Gives advice without dictating actions  Encourages independence yet offers support  Offers constructive criticism as well as compliments  Open and honest  A good role model through actions and words  Willing to spend time, reach out, and share  An effective intermediary Asks questions Willing to be mentored Strives to give his/her best at all times Accepts criticism graciously Learns from mistakes Has courage to try new things Accepts responsibilities Open and honest Respectful and grateful Listens, watches, learns, grows “A mentor is like a tattoo, it stays with you forever.” ~ P.A. Vesilind in “Mentoring: Turning Pebbles into Diamonds” as reported in Michigan State University Research Integrity Vol. 3, No. 2, Spring 1999

17. 17 Johari Window Mentor: Someone whose hindsight can become your foresight; Mentors moves us from Ignorance, Amnesia towards Certainty. Books move us from Caution to Certainty.

18. 18 Conscious Competence ladder A king, realizing his incompetence, can either delegate or abdicate his duties. A father can do neither. If only sons could see the paradox, they would understand the dilemma. ~ Marlene Dietrich

19. 19 Strategic Mentor as Change Agent This can be conceptualized as bringing the organizational unconscious to awareness, in the same manner as the mentoring programme promotes individual growth. To exist is to change, to change is to mature, to mature is to go on creating oneself endlessly. ~ Henri Bergson