| Workplace Success Myths & Tips | November 2010
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Greetings!
It's November, and autumn has arrived in most of the USA (although we're looking for lots of snow in Colorado). It's a great time to focus and review your goals for 2010. How did you do so far? What things are still top priorities for you to accomplish between now and December 31? What things do you need to take off your list or move to 2011? With less than 60 days remaining in the year--and holidays coming up very soon--you'll need to focus on those things that are most important to you. Do them with joy and Thanksgiving!
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Workplace Myth #5
"Mentors are useful for those who are new to the workplace or those looking to be promoted."
This is truly a myth! Those with mentors--no matter their position in the organization--have the competitive advantage over those without mentors.
Having a mentor is a great way to gain access to information that helps with your career, build your network, and give you an ally who is willing to help you succeed. Mentoring relationships take on a variety of forms; they can be casual or formal and can endure for a short period of time or over the course of an entire career. Each relationship is different and is defined by way of a series of agreements between the mentor and mentee.
There is a phrase from one of our previous employers that is worth remembering. "Get a mentor, be a mentor!" We like this because in a mentoring relationship there are benefits for both the mentor and mentee.
See the trend and tips below for more information on how to make mentoring successful in your organization. |
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Today's Workplace Trend:
Did you know...that mentoring is a great way to build an organization's culture as well as build individual leadership skills? According to Wikipedia, the term "mentor" has been around for a long time--since 1699. And it has always meant a relationship between a more experienced person and a less experienced person--to advise, counsel, and serve as an example. Mentoring is a powerful force in many industries: from acting to business to government, mentors provide coaching and career counseling to rising stars in their fields. Today, many organizations have formal mentoring programs. But informal mentoring can be just as powerful. Here are some ways to use both kinds of mentoring:
Formal Mentoring:
- Does your workplace have a formal mentoring program? Get involved immediately--or as soon as you can! Ask your HR department or whoever is in charge of training at your organization to help you get involved in mentoring.
- Choose your mentor wisely. Look around your organization. Where do you want to be in 5 or 10 years? Look at people in those positions and imagine which person you would have the best connection with. Maybe they have risen from your technical field into a leadership position. Maybe they are known technical experts in your field. Look for someone who you are curious about and you feel may have information and experience that will help you progress through your career efficiently and effectively. Most importantly, look for someone who is interested in learning and developing others.
Informal Mentoring:
- What if your organization doesn't have a formal program? Don't let that stop you. Look around and create an informal mentoring relationship with those you admire--people who are being successful in your organization right now.
- Dont' be afraid to look outside your orgnanization. There may be other people in your desired field or industry who can help you grow and expand your network exponentially.
- Develop your network. Learn from informal mentors. Ask them questions about next steps for your career--and get their sage advice regarding decisions you have to make.
Developing your Mentoring Relationship:
- Be prepared to work with your mentor. Yes, you want to learn from your mentor. But don't go into your first meeting with the intent of just "soaking up" your mentor's knowledge. Be proactive: Schedule the meeting and be prepared with an opener and targeted questions to get the relationship rolling! Here are a few suggestions:
Share your career aspirations and goals.
Ask about their career path.
What behaviors have made you successful?
In your career experiences what were you the most prepared/least prepared for?
What strengths do you feel are most important to what I want to accomplish?
What actions do you feel would accelerate me toward my career goal?
Do you have a preference for our discussions? Method, location, time, and frequency?
Also, be familiar with your strengths and areas you want to improve upon in the future. All these things will help get your mentoring relationship off on the right foot!
And for those out there who could be mentors in your field or organization--go for it! You'll be surprised at how much you gain from the relationship while you're helping someone else progress through his or her career!
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What People are Saying about
"The Essential Employee"
"I thought [The Essential Employee] was a good book for those starting a new career. I have shared the books with my children that have graduated from college, pursuing their first career and a summer internship."
- Mike Paul, Acquisition Professional
"A page-turner! A simple, but effective way to illustrate the five behaviors that are critical for success and retention in today's highly competitive workplace. I highly recommend this engaging book as a resource for the new employee and instructor-led or web-based workforce training at the secondary or community college level."
-Roberta Nichols, PhD
Our fall workshops in September and November were highly successful! We're ready for more workshops in 2011--and are availble for speaking engagements or workshops in your organization!
Our blog is up and running! Chat with us about workplace trends and issues!
Happening Right Now:
The holidays are coming soon! Order "The Essential Employee" as the perfect gift for someone in your life who is entering the workforce soon! |
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Learn More:
Do you want to learn more about becoming more essential (and competitive) in the workplace - or would you like to help others become more essential? Be sure to confirm your email subscription at the top of this newsletter to continue to receive information about today's workplace and how to succeed in it.
Please forward this to the graduates, employees, supervisors, or educators in your life. They will appreciate your thoughtfulness (and our tips)!
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Recommended Resources
The first book in the series is available!
"The Essential Employee: The Adventures of Carmen Senz."
Check out this engaging, easy-to-read story based on research in organizations across the USA. The story is about Carmen Senz's first six months at work and the lessons she learns about being an essential employee. It's a fun way to learn important lessons that will make you more essential in the workplace.
"I have read the first few chapters of The Essential Employee and found it difficult to put down. The story line teaches a lesson while remaining engaging for the reader. I would recommend this to other educators." - Carissa Monatukwa, Teacher
"Essential Employee Facilitation Guide"
The perfect resource for teachers and trainers to implement "The Essential Employee" in a learning environment. Includes suggestions for learning activities both in and away from the classroom.
"I highly recommend this book to training professionals, employers and most importantly to employees who want to discover what it takes to build their skills and be successful." - Karen Holcomb, Executive Director
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About Us
Judy Free and Traci Maddox are friends, colleagues, and co-authors of "The Essential Employee." They met in 1999 and worked together for several years as organization consultants-helping large and small organizations implement change. During their work together, they discovered a mutual passion for helping individuals succeed! And so they embarked on the journey to help employees become more successful in the workplace. Most books are written for leaders and managers-but Traci and Judy thought employees could benefit from their own book. Thus, Carmen (our heroine) was born to teach all of us how to be more essential.
Traci and Judy conduct speaking engagements and workshops all over the country-helping others understand and use the REACH framework outlined in their book. In addition, they both own thriving consulting practices and work on a wide variety of projects like strategic planning, change management, teambuilding, facilitation, and training. Their desire is to help individuals and organizations REACH their Peaks.
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Use Our News As A Resource
Would you like to reprint something you have read here? If so, you MUST include our bio and link. Please use the following information (changes only if we have reviewed and approved them):
Judy Free and Traci Maddox are authors, organization consultants, and coaches whose passion is to help individuals and organizations REACH their peaks. They help people across the USA become more effective, more focused, and more successful. Receive their free news updates and workplace tips at www.essentialemployee.com
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Thank you for your time and interest! Visit us at www.essentialemployee.com for events, workshops, surveys, products, and more information.
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