storycoaching™ article

Reprinted with permission from the BC Human Resources Management Association's PeopleTalk magazine, V6/N1 Spring 2003 - Mentoring Heroes

Industry Heroes: HR Mentoring HR

by Carol Sachowski

Early in my career, working in an hr department I was fortunate enough to connect with a senior manager who agreed to take me under her wing. While we worked in the same office, she informally mentored me for a year and a half and then from a distance for 2 more years until she retired. This was separate from my relationship with my manager and was seen by others as a smart way of learning.

We met regularly, often over lunch and through guided conversation set mostly by her, I gained crucial building block information of the broader hr function. From her I learned the importance of listening to the rumblings within an organization, researching legislation, personal integrity and the power of sincere networking.

When it was time for me to move on into another position, she was there supporting me through the process. As I grappled with the" firsts" - my first grievance, my first distraught employee, my first interview process - she was there offering guidance and direction, expecting and encouraging results. She was my success meter, my walking HR library and my hero. I was her return on investment; a dedicated and motivated employee of the organization who progressed through the ranks for 9 years.

Her reward? She succeeded in openly modeling the behaviour she had encouraged in others by sharing her wealth of information, her network and her trade secrets with an upstart. It is from that early example that I now model my own behaviour when contacted by newcomers to the field.

Mentoring is a pairing of two individuals whose purpose is the exchange of information or the transferring of knowledge and learnings on a specific shared item, such as human resources. Often it is considered a relationship that sees a senior seasoned professional pairing with a new young team member, student or novice (interestingly, this and 9 other myths are debunked in the www.mentors.ca website).

There are many forms of mentoring: formal, informal, peer or group dynamic, personal, even e-mentoring (on-line). It can be part of an organization's retention, succession planning or employee development process, or, it can be informal in nature and come about by way of conversation at a monthly mingle.

There are countless mentoring related programs, kits, guides, courses, workshops and lectures easily accessible through the Internet (type "mentoring resources" into your search engine) as well as through HR associations or consulting firms directly. When contacting a firm inquiring into their products, ask for a client list or testimonials of success to ensure the right fit for your organization.

The Role of the Mentor

The mentor is the professional seen as being high functioning and having the information the mentee requires. They are the trusted souls who take serious the task of molding the mind of a mentee and guiding it in a healthy direction. They can easily be requested to act as an adviser, educator, and writer, role model, resource, cheerleader, catalyst, facilitator, idea generator, networker, example giver, collaborator, friend, guide, supporter, debater, devil's advocate, motivator and even, in some definitions of the word, a coach.

The Role of the Mentee

The mentee is the learner, the student, the receiver of the information who through this process receives valuable and accurate guidance and direction on process, people, detail industry related matters, as well as personal goal oriented planning. Their task is to absorb, digest, process, integrate and make their own the information gleaned from their mentor.

Taking my mentor example at the top, as mentee I started with one mentor who offered me career awareness, preparation and the early stages of HR generalist orientation. Subsequent mentors were then sought out to direct me in career enrichment and advancement as my skill set expanded and I began to determine which area I wished to focus in on. This career development process is captured by Corporate Mentoring Solutions Inc. ( www.mentoring.ws ) and is considered a "mentoring continuum".

What to Watch For

Mentoring, much like any relationship has its share of trouble spots to be watchful of. The potential for transference to or dependency on the mentor by the mentee is a reality. So are protocol issues. For a quiz on appropriate mentoring protocol, log on to www.mentoringgroup.com . Another potential negative is resistance of an organization or individual to the concept of mentoring, based on a lack of perceived benefits and return on investment. It is wise for an organization to spell out the program expectations, desired results and methods of measuring success as well as providing upfront education and ongoing support prior to embarking upon a new initiative.

What to Embrace

Mentoring produces results in all areas. Reports today indicate that two-thirds of 1,250 top executives had mentors early in their careers. Many educational institutions have established alumni mentoring programs that link past and present students in specific areas of study.

Mentors provide opportunities for mentees to explore career path options, future leadership responsibilities or necessary additional or re-skilling. As we as HR people offer similar support to employees, personally working with a mentor offers us as well that same time and energy. And face it, we could all use a few heroes of our own.

From October 2003 to May 2004, BCHRMA itself is embarking on a Professional Mentoring Program, geared to "enable an established practitioner to facilitate a peer's smooth integration into the Association as well as the human resources community and in the process build a mutually-rewarding relationship." Those interested are encouraged to view the BCHRMA website for details.

For a well thought out website on all the aspects of mentoring, including a Mentors quiz where interested professionals can determine their "mentor quotient", log on to Peer Resources site at www.peer.ca/mentor.html .

Whether it be through organized or ad hoc mentoring, coaching, group discussions, forums, chat groups or meet and mingles, the HR community's riches are housed within. It is up to us all to share the wealth with those seeking the treasurers of our collective learnings.