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48 - From Ancient Greece to Contemporary Success: The Unstoppable Rise of Mentorship
- 2024/09/20
- 再生時間： 1 時間 27 分
- ポッドキャスト
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サマリー
あらすじ・解説
Today the panel will be talking about traditional mentorship and how it looks different across communities and contexts; the rise of reverse mentorship and its importance in intergenerational workforces; how to measure the success of mentor/mentee relationships and the common mistakes to look out for; and how to avoid the trap of seeking a mentor for the sake of it. IN THIS EPISODE: [01.40] Introductions to our Blended panellists. · Dillon – Senior Consultant - People Consulting at EY · Sandi – Owner/Lead Reconciliation Trainer/Consultant at Mishkwe Enterprises · Sarah – Leadership Coach/Program Manager at Joyful Catholic Living LLC · Jill – Material Program Manager at Raytheon [06.32] The group discuss traditional mentorship: what it means, what it can look like, and why it’s so important. “A traditional mentorship relationship would be pairing a senior person, who has a wealth of expertise in certain areas, with someone who’s junior or trying to make their way up the ranks and get that knowledge transfer.” Dillon · Formal programs within a business · Informal relationships · Individuals connecting on a platform like LinkedIn, etc · How mentorship changes during the course of your career · How receptive you are to listening vs how willing people are to talk to you · Influence/looking up to someone · How mentorship looks different in different contexts · Community · Indigenous peoples: o Intergenerational trauma o Traditional mentorship community structure o Finding your path o Affinity with mentors/mentees o Impact of removal of mentorship on community o Internalized oppression “For traditional indigenous communities’ mentorship was a given. And with residential schools, mentorship was lost and destroyed.” Sandi · Personal and professional exploration · Flattening of traditional career trajectories – moving horizontally, not just vertically · Mentorship is not just about careers · Understanding the ‘code of conduct’ of the environment you’re stepping into, so you’re more likely to be successful · How culture changes what a mentor/mentee relationship looks like · Responsibilities of mentors and mentees · Mutual respect · Impact of the pandemic · Remote mentors · Matchmaking · Impact of personal life on work life · Natural chemistry of choosing mentors from your own culture/identity · Cross-cultural mentors o Challenging yourself o Identifying bias “It allows for exploration; you can find your tribe… For underrepresented groups, there’s often a feeling of isolation within corporate environments, and mentorship breaks down that feeling… it makes people feel seen and protected.” Dillon [42.18] The panel discuss how we measure the success of mentor/mentee relationships and share some of the common pitfalls or common mistakes to look out for. “Define success before you even take one step! I can think of so many mentor/mentee relationships where the emphasis has been on the sharing of the information, not on what they do with it.” Sandi · Time it takes for results to be realized · Who is successful, why, what can you learn? · Move away from judgement · Observing the skills, habits and traits that work · Avoid putting all focus on just finding a mentor · Difference between coaching and mentoring · Setting expectations · Importance of common values · Organic evolution of relationships [52.00] The group explore the rapidly growing trend of reverse mentorship: how it works, how it’s different to traditional mentorship, and why it’s key for organizations to support and embrace both forms. · Dillon’s own experience of reverse mentorship, and an insight into the program at EY · Listen, learn, ask questions, challenge back · Wisdom from different generations · Building trust · Respect · Intent “Humility builds bridges; egos burn them.” Sandi [01.09.38] The panel discuss what we can learn from their discussion and share key takeaways. “Believe in your own superpowers and see how that can be complemented by a potential mentor or mentee.” Dillon · Patience · Power of social media · Work on your confidence · Do the research · Don’t put people on a pedestal · Be prepared · Honesty ·...