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Central Florida Diversity

Learning Series 2014

Evaluation Summary ofSession 4 on July 29th

Mentoring – Creative Resources and Methods for Inclusion

Presenter: Ketra L. Armstrong, Ph.D.

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EVALUATION DETAILS

A total of 20 evaluations were turned in, 12 of which were filled out by managers and 8 of which were filled out by individual contributors or employees. A total of 24 people attended the session.

The first 3 questions asked participants to rate their knowledge before and after the session, on a scale from 1-5.

Questions 4-7 were open-ended with room to write in responses.

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1. I am knowledgeable about both the formal and informal mentoring methodologies available.

Based on 12 manager responses and 8 individual responses.

Managers’ total improvement: 21% IC’s total improvement: 57%

1 2 3 4 501234567

Managers

Pre

Post

1 2 3 4 50123456

Individual Contrib-utorsPre

Post

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2. I understand the new and emerging technologies that support mentoring processes and success.

Based on 12 manager responses and 8 individual responses.

Managers’ total improvement: 67% IC’s total improvement: 71%

1 2 3 4 501234567

Managers

Pre

Post

1 2 3 4 50123456

Individual Contrib-utors

Pre

Post

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Based on 12 manager responses and 8 individual responses.

Managers’ total improvement: 96% IC’s total improvement: 88%

3. I know how to find, select, and implement innovative mentoring methods, concepts, and techniques.

1 2 3 4 5012345678

Managers

Pre

Post

1 2 3 4 50

1

2

3

Individual Contrib-utorsPre

Post

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Average Rating per Question(Managers and Individuals

Combined)

Question 1 Question 2 Question 30

1

2

3

4

5

3.2

2.2 2.15

4.253.7

4.15

Managers and Individuals Combined

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Total Percentage Improvement per Question

(Managers and Individuals Combined)

Question 1 Question 2 Question 30%

10%20%30%40%50%60%70%80%90%

100%

33%

68%

93%

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OPEN-ENDED ANSWERS4. What was your most significant learning

today?

Managers:

• It was a confidence builder relative to my own mentoring. The undergirding theory was helpful.

• The strategic mentoring plans are very helpful. • The mentoring assignments.• The various layers to a mentoring program. • Overview of progressing/diversifying though on mentoring specifically

how it drive inclusion. • Great amount of resources to tap to help me in my mentoring project. • Psychological mentoring.

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OPEN-ENDED ANSWERS4. What was your most significant learning

today?

Managers:

• Strategic plan.• Cultural aspects can greatly impact the mentoring relationship. • How critically mentorship can impact an inclusive environment. • Loved her first worksheet that showed how we create simple biases

and cultural positive and negative norms. Sometimes unintentionally.

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OPEN-ENDED ANSWERS4. What was your most significant learning

today?

Individual Contributors:

• Getting diverse programs closer to integrating into the mainstream culture.

• Overall framework for strategic mentoring program.• The ingredients of successful, inclusive mentoring.• Identifying cultural mentoring.• Tools for strategic mentoring programs.• Haven’t thought about how mentoring could be an impactful method for

creating a more inclusive network. • Other ways to think about mentoring reverse mentoring it’s shadow.

Employee program.

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OPEN-ENDED ANSWERS5. How will you use one or more of the tools

presented/ practiced today?

Managers:

• Enhance the mentoring programs we have for our interns.• I have created mentoring programs at the collegiate level for students.

However, I can better fine tune the information that was shared today to better serve the community organizations that I work with.

• Evaluation tool.• Continue to improve our programs.• Incorporate into our plans.• Starting a diversity group mentoring program.

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OPEN-ENDED ANSWERS5. How will you use one or more of the tools

presented/ practiced today?

Managers:

• I will use this information to ensure I empower those I lead and complete self-actualization.

• Will use some of the assessments with team and will create a more systematic contact/plan with my current mentees.

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OPEN-ENDED ANSWERS5. How will you use one or more of the tools

presented/ practiced today?

Individual Contributors:

• In my teams/client groups.• More diverse filtering and hopefully weighing in on some new

mentoring programs. • We’ve been unsuccessful in the past with developing and rolling out

mentoring programs. I’m going to take this info back so we can revisit the conversation.

• Talk to my leadership. • Will share some of the exercises with our employee relations team.

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OPEN-ENDED ANSWERS5. How will you use one or more of the tools

presented/ practiced today?

Individual Contributors:

• There have been many discussions about the need for mentoring programs at my institution but my resources have been scarce. The resources and the info provided today will be helpful if and when our institution recognizes the need for and value of mentoring.

• The assessments. Great to leverage with our employee resources groups.

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OPEN-ENDED ANSWERS6. How might you integrate what you learned

about disability inclusion into your organization?

Managers:

• Use the plans as a checklist.• Assessment tool to match versus more of an assigned approach

versus deeper.• Add to our D&I initiatives.• Ensure we are mindful of cultural differences in our employee-focused

programs to engender inclusion and ultimately, synergy. • This supports our areas ongoing desire to create member programs.

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OPEN-ENDED ANSWERS6. How might you integrate what you learned

about disability inclusion into your organization?

Individual Contributors:

• Cross-cultural factors.• Great impact to personally choose a mentee or prep myself to be a

great mentor. • Use it to help me move to a new area. • Share with new mentors.• Develop a strategic mentoring plan for my new mentoring

engagement. I am starting a new mentor-mentee relationship where I was assigned a mentee.

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OPEN-ENDED ANSWERS7. Other comments: (usefulness of handouts,

quality of the presenters, facilitators, food, facilities, access, insights):

Managers:

• Excellent presenter. Helpful written material. • Engaging speaker – thanks!• The information presented will help with shaping this data and

foundations with other organizations. • Very nice, thank you!• Great!• Great job!

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OPEN-ENDED ANSWERS7. Other comments: (usefulness of handouts,

quality of the presenters, facilitators, food, facilities, access, insights):

Managers:

• Fantastic session!• Tons of info and presented solidly so I can immediately implement. • Really enjoyed Ketra’s presentation style• Great morning, thank you!

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OPEN-ENDED ANSWERS7. Other comments: (usefulness of handouts,

quality of the presenters, facilitators, food, facilities, access, insights):

Individual Contributors:

• Great class / session• Great all around!• Very engaging presenter. Worry about the enormity of implementing a

program of this type. • Everything was very nice and presenter was excellent. Thank you for

the invitation to attend. • Thank you!

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OPEN-ENDED ANSWERS7. Other comments: (usefulness of handouts,

quality of the presenters, facilitators, food, facilities, access, insights):

Individual Contributors:

• Well done• Recommend clarifying at the start that the “mentoring” connection of the

presentation is coming after the first half of presentation so that people stay connect not start wondering why it is being covered.