2
• Eduardo Barrientos
– VP-Elect, Affinity Communities
• Jenn Dandrea
– Committee on Early Career Development, Member-at-Large
• Cheryl Hasan
– Early Career Development, Manager
• Kalan Guiley
– Board on Government Relations, Member-at-Large
• Thomas Wendt
– District C, Leader
• Eamon Boyle
– Chair-elect, K&C Training Committee
NOTE: Some content in this presentation is adapted from Mentoring for Excellence training material developed by Boeing and/or Targeted Learning and used with permission. Slides containing that content bear the copyright of Boeing and/or Targeted Learning as applicable. All rights are reserved.
Session Developers
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Session Objectives
• Understand what “mentoring” means
• Recognize the benefits for mentors and mentees
• Understand the role of mentoring in recruiting and
retaining student and early career engineer (ECE)
volunteers
• Gain knowledge and tools to foster mutually
beneficial mentoring relationships
• Understand and practice skills that are useful in
mentoring relationships
4
Session Outline
• What is mentoring?
− Definition
− Benefits
• Understanding and reaching students and ECEs
• Mentoring behaviors and aptitudes
− Creating the environment
− Sharing expertise & facilitating learning
− Receiving and giving feedback
• ASME resources on mentoring
5
What is Mentoring?
Mentoring is a developmental partnership
that facilitates the transfer of knowledge,
skills, abilities, information, and perspectives
to foster personal and professional growth
Copyright © 2012 Boeing. Used with permission; all rights reserved.
7
Mentoring Roles and Responsibilities
Mentor
• Transfer knowledge & skills
• Provide feedback
• Provide access to network
• Provide challenges and
growth opportunities
• Share the big-picture
perspective
• Help mentee develop
professional credibility
• Don’t overwhelm
Mentee
• Maintain drive and focus
on acquiring knowledge
and skills
• Provide feedback and
new perspectives
• Accept and meet new
challenges
• Be independent and
creative, but know when to
seek help
• Be open
Copyright © 2012 Boeing. Used with permission; all rights reserved.
8
Understanding Students and Early
Career Engineers
• Defined by having no more than 10 years of professional engineering experience
• Core Values
– Optimism
– Confidence
– Civic Duty
– Technology Savvy
– Inclusiveness
– “Work to Live” rather than “Live to Work”
Access to mentorship and career advice
is a key reason ECEs join ASME!
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• Why interact with young members?
It’s exhilarating, rewarding and fun!
It helps identify new relevant activities for the unit
It creates a pool of potential leaders
Young members ensure your section’s continued vitality
and success
Mentoring students and ECEs is
valuable and rewarding!
Reaching Students and Early
Career Engineers
Mentoring Behaviors and
Aptitudes
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• Creating the Environment
• Sharing Expertise and Facilitating Learning
• Receiving and Giving Feedback
Creating the Environment: Mentor and Mentee Roles
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Mentor:
• Listening
• Supporting
• Encouraging learning
• Embracing mistakes
• Ensuring confidentiality
• Providing feedback
• Sharing relevant stories
• Exploring common
ground
Mentee:
• Listening
• Being open and honest
• Being receptive
• Trying new things
• Taking responsibility for
meetings
Source: Galbraith, M. W.; Cohen, N. H. The complete Mentor Role: Understanding the six
behavioral functions. Journal of adult Education. Brigham City: Fall 1996. Vol. 24, Iss. 2; pg 2
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
12
Creating the Environment: Listening - Your first step to being heard!
What are the costs of listening?
What are the costs of not listening?
The costs of not listening almost always exceed
the costs of listening. So why are so many
people poor listeners?
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
13
Creating the Environment: Active Listening
• Be an active listener by: – Paraphrasing to confirm understanding
– Asking clarifying questions
– Using verbal prompts to encourage elaboration
• Benefits: – Reduces miscommunication
– Person talking feels “heard”
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
14
Creating the Environment: Verbal and Non-Verbal Communication
• “Verbal” – the words we use
• “Nonverbal” – how we deliver our words:
– Facial expressions
– Volume, pitch and tone of voice
– Gestures, body positions and movement
– Eye gaze direction
• Use active listening to resolve discrepancies
between verbal and nonverbal cues:
“While you were talking about something that sounded
pleasing, you looked upset; is there something I’m
missing?”
Source: European Business Forum, Winter 2005, pages 74-76
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
15
Creating the Environment: Exercise Activity – Listening Generously
• Steps: 1. Select roles
2. Preparation
3. Discussion
4. Debrief
• Mentor role: You are going to solicit some input from your
mentee about your meetings with him/her. Listen, respond,
and try to reach an understanding (page 1 of handout)
• Mentee role: Carefully follow instructions on page 2 of
handout
• Observer role: Make notes of how the mentor handles the
conversation. These notes should include body language,
non-verbal cues, words spoken, etc. Use page 3 of the
handout to take notes
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
Sharing Expertise and Facilitating Learning: Mentor and Mentee Roles
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Mentor
• Create awareness
• Choose appropriate style
• Motivate and inspire
• Teach detailed skills
• Transfer tribal knowledge
• Ask open-ended
questions
• Move from thinking to
doing
• Provide context, direction,
and application
Mentee
• Do self-assessment and
identify knowledge gaps
• Ask clarifying questions
• Be open
• Keep notes
• Balance dependence
and interdependence
• Seek new knowledge to
fill gaps using expertise of
mentor
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
17
Sharing Expertise and Facilitating Learning: Overcoming the Paradox of Expertise
The most talented and knowledgeable people in a field are often the most ineffective teachers.
Why?
Four levels of expertise:
1) Unconscious incompetence
2) Conscious incompetence
3) Conscious competence
4) Unconscious competence
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
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Sharing Expertise and Facilitating Learning: Techniques for Effective Sharing
• Focusing
• Spaced repetition
• Association
• Chunking
• Contexting
• Framing
• Motivation and Inspiration
• Small Wins
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
Sharing Expertise and Facilitating Learning: Expert and Facilitative Styles
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Expert
• Advocating
• Talking/Selling
• Giving advice
• Asking closed questions
• Sharing information and
feedback
• Doing the thinking
• Evaluating others’ ideas
Facilitative
• Inquiring
• Listening and learning
• Exploring others’
opinions and ideas
• Asking open-ended
questions
• Suggesting a self-
critique
• Getting the other person
to think
• Building on others’ ideas
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
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• What are the advantages of each style?
• What situations lend themselves to each style?
• What are the consequences of overusing each
style?
• What do we call someone who overuses each
style?
Sharing Expertise and Facilitating Learning: Exploring the Expert and Facilitative Styles
Since neither style is perfect, what are the
implications for mentors?
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
21
• What are you trying to achieve?
• What seems to be the problem? What
data do you have? What are your
assumptions?
• What are the constraints?
• What have you already tried? What
happened?
• What are your decision criteria?
• What is the best solution? Does it get
you to the desired future state?
Sharing Expertise and Facilitating Learning:
Facilitative Questions Mentors Should Ask
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
Receiving and Giving Feedback: Mentor and Mentee Roles
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Mentor
• Acknowledge development
and progress
• Develop mentee’s
confidence and morale
• Offer constructive
feedback
• Address unconstructive
attitudes and approaches
• Encourage self-
assessment
• Ensure enthusiasm
Mentee
• Ask for specific and
candid feedback
• Be open to redirecting
feedback
• Accept, reflect and act
on feedback
• Give mentor feedback
on feedback
• Give feedback to help
mentor achieve goals
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
23
• Information that helps people:
– Align their actions with the intended outcomes
– Gain new insights
• Types of feedback:
– Reinforcing
Goals and behavior are aligned
Builds motivation, confidence and
relationships
– Redirecting
Goals and behavior are not aligned
Attempts to redirect existing behavior
Illuminates blind spots
Receiving and Giving Feedback: What is Feedback?
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
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Receiving and Giving Feedback: Our Greatest Learning Disability
Vicious
Cycle
Joe is uncomfortable
giving feedback, so
he holds back
Joe’s frustration
builds until he can’t
hold it back
Joe “dumps”
feedback on Jim
Joe feels punished for
providing feedback,
reinforcing his
discomfort
Jim gets frustrated
and defensive
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
25
• When receiving feedback:
– Ask for honest feedback, not just validation
– Treat it as a gift
Say “thank you,” acknowledge the gift
Listen actively
Do not explain yourself unless asked
– Remember that even poorly delivered and inaccurate feedback
is more useful than no feedback at all
Receiving and Giving Feedback: Rules for Receiving Feedback
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
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• When giving redirecting feedback:
– Don’t vent!
– Ensure timing is appropriate
– Use (at least) one of the following approaches:
Present feedback as a request for help, not a demand
Frame feedback in terms of the recipient’s interests and goals
Present feedback in the context of mutual interests or values
Give “feed-forward”
– Describe the specific behavior; be direct and non-judgmental
– Explain the impact
– Seek resolution and agreement
Receiving and Giving Feedback: Rules for Giving Redirecting Feedback
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
27
• When giving reinforcing feedback:
– Describe the specific behavior in a direct way
– Explain the impact and express appreciation
– Sometimes offer feedback in writing
– Praise efforts and progress, not just goal accomplishment
– Be generous
– Be timely
– Avoid public praise without first coordinating with the recipient
Receiving and Giving Feedback: Rules for Giving Reinforcing Feedback
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
28
Receiving and Giving Feedback: Exercise Activity – You Talk Too Much!
• Steps: 1. Select roles
2. Preparation
3. Discussion
4. Debrief
• Mentor role: You are going to provide some redirecting
feedback to your mentee about a habit of his/hers.
Follow instructions on page 4 of handout.
• Mentee role: Listen, respond, and try to reach an
understanding (page 5 of handout).
• Observer role: Make notes of how the mentee reacts to
the mentor’s feedback. These notes should include body
language, non-verbal cues, words spoken, etc. Use page
6 of the handout to take notes.
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
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• Frequent open and honest communication is the best way to diagnose problems in the relationship and take appropriate action
• Common pitfalls:
– Relationship is not meeting at least one person’s expectations
– Mentor doesn’t have the needed level of expertise
– Mentee uses mentor as a “crutch”
– Personality issues
Receiving and Giving Feedback: What To Do if the Mentoring Isn’t Working
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Summary of Key Points
• Mentoring is a developmental partnership that facilitates the transfer of knowledge, skills, abilities, information, and perspectives to foster personal and professional growth
• Opportunities for mentorship are one of the things that draws Students and ECEs to ASME
• Mentoring offers distinct benefits to both the mentor and the mentee
• While there is no formula for mentoring, there are specific behaviors that successful mentors employ, depending on the situation
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ASME Mentoring Programs
• Online Mentoring Program (Available to Students members only)
• ECLISPE Program (Early Career Leadership Intern Program to Serve Engineering)
http://www.asme.org/groups/volunteer-resources/the-eclipse-program
• ASME Partnerships (E-week, Pre-College, Public Policy, FIRST Competition, E4C/EWB)
• Diversity Action Grant ($500 to $3,000 per student section based on size and project scope)
• WISE Program http://www.wise-intern.org/
• Conference Mentoring Programs (example: Leadership Training Conference)
• Society Awards (McDonald Mentoring Award, Student Section Award, etc.)
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ASME Mentoring Programs
33
Mentoring Students and
Early Career Engineers
For questions or comments Kalan Guiley
Presentation available at events.asme.org/LTC13/
home.cfm
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Creating the Environment: Behaviors that Inspire Openness
• Acknowledge their own shortcomings and failings
• Don't take themselves too seriously
• Are open/honest about their own fears, concerns, uncertainties, interests and aspirations.
• Take an interest in me as a person (e.g., family status, hobbies, career aspirations, etc.).
• Are genuinely interested in helping others succeed.
• Don't do things that reinforce their higher status.
• Genuinely appreciate it when others challenge their ideas and suggestions view constructive conflict as an asset rather than as a liability.
• Avoid distractions when meeting others.
• Willingly reverse themselves when presented with new data or perspectives.
• Are open to questioning the status quo.
• Ask for feedback on their ideas, or the efficacy of the help they're providing.
• Acknowledge and reinforce efforts, not just outcomes.
• Treat emotions as legitimate human expressions.
• Avoid trivializing the concerns of others.
• Listen patiently/generously-especially when their ideas conflict with the ideas of others.
• Do not impose their career values or interest on others--let others define success as they choose.
• Are open and non-defensive when criticized; learn from feedback even when it comes from people who are not as experienced or smart as them.
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.
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Creating the Environment: Behaviors that Inspire Openness
• Give honest, candid feedback in a helpful and non-judgmental way.
• Before they give advice , they make sure they get all the relevant details.
• Ask others for advice/input on issues they are wrestling with.
• Don't interrupt others or finish their sentences.
• Avoid dismissing the ideas of others with "yes, but…” responses.
• Genuinely respect the ideas of others and try to build on them.
• Talk to others about their career goals and interests.
• Return phone calls, e-mails and other messages promptly.
• Don't keep others waiting-are on time for appointments.
• Keep commitments.
• Do not criticize other people behind their backs.
• Provide a "safe-harbor," i.e., don’t divulge information shared in confidence.
• Are clear about organizational expectations, but encourage creativity.
• Build others up by giving them credit publicly, showcasing their achievements, expressing confidence in them.
• Build on others' strengths rather than focusing on their weaknesses.
• Rather than focusing the mentee on fixing his/her weakness , they help the mentee explore other ways to manage those weaknesses
• Accept mistakes as the process of learning something new.
• Resolve conflict constructively by exploring common ground, finding mutual interests, exploring mutually beneficial options, etc.
Copyright © 2012 Boeing and Targeted Learning. Used with permission; all rights reserved.