Blog, culture and engagement | Ambition In Motion

by Adam Posner

Sun 12 April 2020

During this video, we introduce the Ambition In Motion mentor program and then interview Adam Posner to discuss how college students and professionals can prepare for their first internship, as well as discuss Adam's professional experiences and mentor relationships. The host of this video is Ambition In Motion's founder, Garrett Mintz.

What is the purpose of an internship?
What is the purpose of a first job out of college?
How can somebody properly set their expectations so then they can anticipate what is to come from an internship or job? E.g. how can somebody minimize negative surprises from work?
How do you prepare for potentially stressful situations at work?
Does your work or your professional interests ever pull you in different directions? How do you stay on task and focused?
Who should I really make an effort to impress in the job?
Is it worth my time or effort to take on additional responsibilities even though they aren’t required of me?
Does it make sense for me to meet people outside of my cohort while in an internship or in my first job?
Do you have any stories of times in which somebody you met (can be in the workplace or outside of it), where you weren’t expecting anything, turned out to have amazing insight for you and/or really helped you out?
Is it important that you treat everyone you meet, especially in the workplace, with respect and kindness? E.g. have you ever known a situation where somebody who was lower than you, or somebody you knew, on the totem pole at one company, ended up rising up the ladder at another company really quickly and then you, or the person you knew, ended up working for them?
Is it important that your supervisor sees you being productive? If so, why is that important?

by Rob Studivan

Wed 8 April 2020

Seeking a mentor in your job, whether it is your first job out of college or the last stop on your career path, choosing the right person can be critical to enjoying a successful time with that company, but also achieving your personal and professional goals. A mentor can be someone who you work directly for, someone you work alongside or even someone who has little bearing on your path but is someone you view with a level of respect for their thoughts and views. A mentor does not have to write your reviews and control your future with the company but should be someone who helps you take control of your own future.

When searching for a mentor, many people look for someone who can and will be able to directly lead them to a higher salary, a desired job title, or the opportunity to lead a project or team. But these are not the things that truly drive a mentor-mentee relationship. Look for someone who will challenge your ideas, always ask to you produce effective solutions to problems and will not let you do anything less than your best. The right mentor will also help you recognize areas you can improve in way that allows you to learn from mistakes or less than ideal turnouts without making you feel as if you failed. A true mentor bases the success of the relationship on you hitting your end goals, goals you have chose for yourself, not ones they have set for you. Don’t grab onto the first person in your new job when you start and ask them to be your mentor; instead, probe around the people near you to find someone that is going to be your biggest advocate for your success.

Last, do not be afraid to move on from a mentor as you transition through your career because each will have their own expiration date as you grow. They do not have to leave your life entirely but may just fold to the background. Eventually you will become the mentor for someone else further down your career path and remember these lessons as crucial to success because they will be the same drivers that guide that relationship, just in reverse.

Mentorship can be one of the most rewarding experiences in a career path, both as a mentor and a mentee, and choosing correctly is a hard, but worthwhile decision to make.

by Garrett Mintz

Mon 6 April 2020

As remote work grows in popularity, the need for keeping individuals in-tune and engaged in the company culture increases substantially.

Remote work removes many of the inconveniences associated with going into work like commutes and distractions, but it takes away a key component to what makes company culture…connection!

This article serves to show a key way companies can go about maintaining and even improving the level of connectivity between employees as their work location becomes remote.

Before jumping into suggestions on maintaining and growing connectivity of employees as their work location becomes remote, let’s observe how employees connect in an office environment.

In our research on facilitating horizontal mentoring relationships for employees, we have learned that 68% of engaged employees that don’t work remotely believe that there are communication barriers between them and other employees. This is a critical statistic because this shows that even engaged employees feel that they are silo’d off from other employees, even if they work in the same office.

Reframing this point, most people don’t know what their counterparts in other departments do for their work and the conversations they do have are typically superficial (e.g. sports, weather, fashion, family).

As more people begin to work remotely, this is going to get worse because employees are going to lose the little interaction they do have with each other. All communication is going to be work related and the emotional identity employees have of being a member of the company will soon fade.

Just to be clear, the emotional identity employees have of being a member of the company is the company’s culture! Once that is gone, there is no more culture!

One key to keeping remote employees engaged in the culture of the company is to set aside time for employees to have intentional conversations with each other.

These conversations are not superficial while also not completely about work. These conversations are free from the workplace hierarchy (e.g. title has nothing to do with what is and isn’t shared in these conversations). These conversations provide a platform for employees to share what they are working on with another employee, learn obstacles the other person is facing, ask clarifying questions that they don’t normally ask or get asked, and identify ways to find breakthroughs at work – emotionally, operationally, mentally, or physically.

These relationships create empathy between employees. These relationships breakthrough communication barriers between employees. These relationships build a greater sense of identity employees have with the company.

This is called horizontal mentorship.

Optimal horizontal mentorship means:

· Pairing employees together based on shared Work Orientation – or their shared workplace value system.

· Providing meeting agendas to drive the conversations towards building rapport and being vulnerable.

· Collecting feedback and learning what tangible outcomes were created every few months from meeting.

· Switching mentor pairings every 6-12 months to continually build a web of connection between employees.

· Everyone participating is willing to be open-minded enough to learn from somebody else regardless of their age or experience, willing to ask questions, and willing to share past mistakes.

When horizontal mentorship is implemented optimally, all employees, especially remote employees, feel a greater level of connectivity and identity with their company.

by Christy Wolfe

Wed 1 April 2020

Have you ever been in that unique situation? You know the one to which I am referring! You have made a secret decision to go back and further your education, even with your crazy schedule, never thinking you would get accepted! That day comes and you open your email to the words… “Congratulations on your Acceptance into Graduate School!” It is at that moment you wish to have a mentor. Someone who can encourage you, take you under their wing and help you learn new skills.

Mentors can help mentees in several different ways. First off, they can reach out and connect with them because they were on that same path only earlier (furthering their education). They may be in their classes at school and encourage them in a subject in which they are struggling. Secondly, they can reach out and connect with them on LinkedIn; helping them build and/or strengthen their resume and helping them build their network by introducing them to other professionals in the network or tagging them in various posts/events to bring the spotlight on the mentee.

A major advantage to having a mentor is by helping the mentee in preparing for job interviews by giving mock interviews, helping them nail that interview, improving their interviewing skills, gaining confidence, and giving tips which might mean the difference between a job offer or not. Mentors can also give emotional as well as professional support. Many times, even with the best education, grades, and training, professional job offers are difficult to obtain. For an individual to excel in graduate school and still not be able to acquire that coveted position can be devastating. Too many “we have decided to move in a different direction…” type letters can cause the newly graduate student or current “almost graduated graduate student,” to rethink their career path and all those student loans. Mentors have been there, done that, and many times have answers for those questions that are extremely difficult to answer.

Lastly, a mentor can be a friend. Someone to answer the tough questions, “am I in the right field,” “am I not dressing appropriately,” “am I too eager,” all good questions, real feelings, and many times, only a friend can help give that necessary answer. Mentorship is an important part of today’s professional and academic community – it takes time, commitment and a giving of oneself, but in the end, it is well worth the investment.

Always remember “What it is like on the other side of the desk.”

by Garrett Mintz

Mon 30 March 2020

Horizontal mentorship is a mentoring relationship between employees across or within departments free from the influence of the workplace hierarchy.

Horizontal mentorship is the premier way to implement an employee mentor program.

This article serves to show the benefits of horizontal mentorship and the issues with traditional vertical mentorship.

In theory, the idea of vertical mentorship makes sense. A more experienced/knowledgeable person providing wisdom to a less experienced/knowledgeable person.

But, what vertical mentorship alone doesn’t account for is the personal drivers of each person in the relationship and its impact on the longevity and quality of that relationship over time.

Vertical mentorship opens the door for ego and ego is the biggest deterrent to successful mentoring relationships.

To show this point, let’s discuss the story of Shawn. Shawn is the CFO of a major company. He loves the idea of mentorship and believes that he has a lot of wisdom to share with somebody else. But, because Shawn is an executive, he doesn’t necessarily see the relationship being mutual. He’s fine with only providing his wisdom without any expectation of anything in return.

On the surface, this seems altruistic of Shawn…but in reality, Shawn is a nightmare for the other person he is in a mentoring relationship with.

The issue is that Shawn sees himself as an altruistic provider of information. What Shawn doesn’t realize is that his lack of willingness to listen and learn from the other person he is in a mentoring relationship with cripples the relationship. The person Shawn is in a relationship with cannot feel fully connected to Shawn because all Shawn does is spout advice. Shawn doesn’t come prepared with questions to meetings because Shawn perceives himself as a “reactive mentor” meaning that he can excuse himself from preparing for mentor meetings because his reactions to the other person’s questions should be enough to make the relationship valuable.

The result, the relationship fades away because the other person is frustrated with Shawn not being open to learning something from him while Shawn has no idea why the relationship ended and perceives the other person as being ungrateful for not taking full advantage of his wisdom.

The point is that vertical mentorship exaggerates workplace hierarchies and dehumanizes the mentoring relationship.

As opposed to the mentoring relationship being mutual where two people can give to and take from the relationship, it creates an awkward relationship where one person feels belittled and the other person feels disrespected. Vertical mentorship feels more like a transaction and less like a mutually beneficial relationship.

Horizontal mentorship leverages the inherent drives and values people have at work (Work Orientation) and matches them based on those drives.

No matter the matches’ age, years of experience, or area of expertise, when people are matched together in horizontal mentorship, they are on a level playing field.

This means that both participants come prepared to each mentor meeting with questions for each other and stories to share.

This means that both participants are willing to be open-minded enough to learn from somebody else regardless of their age or experience, willing to ask questions, and willing to share past mistakes.

Horizontal mentorship removes the transactional nature of vertical mentorship.

Horizontal mentorship breaks through communication barriers and creates empathy between employees at work.

For building an employee mentor program, horizontal mentorship is the way to go.

Even if the goal is for a junior employee to learn a skill from a senior employee, if the perception is vertical mentorship, the senior employee is going to perceive the relationship as a hassle while the junior employee is going to feel belittled. If the perception is that this type of mentor relationship is horizontal, it empowers the junior employee and gives the senior employee motivation to engage in the relationship because he now stands to gain something from the relationship.

by Wanda Thibodeaux

Thu 26 March 2020

During this video, we introduce the Ambition In Motion mentor program and then interview Wanda Thibodeaux to discuss how graduate students and professionals can decide when is the right time to switch jobs, as well as discuss Wanda 's professional experiences and mentor relationships. The host of this video is Ambition In Motion's founder, Garrett Mintz.

Some questions which will be addressed in this workshop series:
What is the thought process around switching jobs?
What is the thought process around switching industries?
What motivates people at work?
Why do people switch jobs?
Is there a good way to determine a lack of opportunities for your skills?
How do you know if you have a bad boss?
How does pay play a factor in switching jobs?
How can somebody go about identifying their work preferences?
What does a toxic work culture mean?
When are lack of promotions a reason to switch jobs?
How can somebody assess the cost of switching jobs?
How can you quit a job professionally?
Where do I go if I am interested in learning about opportunities?
Was my education a waste if I switched industries?

by Dr. Toscha Dickerson

Wed 25 March 2020

Let’s first define what is a mentor. “Mentors focus on providing you sage advice and wisdom gathered through experience and knowledge when you ask for their insight. Mentors can be considered a library of human knowledge in the particular areas of life they have gained expertise. Mentors normally focus on providing knowledge, understanding and direction, but have been known to help in your improvement as a person when you allow yourself to become the subject.”

Everyone should have a mentor whether it is professional or personal reasons. A mentor is someone you can trust and build rapport with because this person will be there for you through the good and bad times. Encouraging and inspiring along the way, is why a mentor is often confused with a coach. A coach is different from a mentor in a sense that coaches are not supposed to offer advice as to what a person should be doing. Coaching concentrates on the person implementing the best strategies to achieve their desired goals.

The majority of mentor’s volunteer their time and are unpaid when asked to render guidance. Some benefits to having a mentor is listed below:

Support and encouragement
Inspiration and guidance
Improve social skills
Career and professional advice
Spiritual advice

My mentor is someone who I met a few years ago after signing up for the mentor/mentee program at our church. My mentor is someone who has helped me to grow in my business and to expand my career. By having a mentor who is also a business owner like myself, she provides reliable advice to me when making challenging decisions. I value her opinion and look forward to our daily conversations. My mentor is someone that I can trust and share my concerns about anything, and I know the advice given to me will be in my best interest. My mentor has encouraged me to do things that I normally would not have had the courage to do if it wasn’t for her believing in me. The experiences and knowledge that she shares with me helps to shape me into a better business leader, mother, and wife. I have learned so much from her over the past 2 years.

If interested in having a mentor, make sure you are honest with yourself as well as your mentor. The relationship only works if honesty and transparency is at the core. It is difficult for someone to provide guidance and advice to anyone if the relationship is built on dishonesty. Also, make a list of what you are looking for in a mentor so when an opportunity to work with a mentor arises, you will know what qualities to seek. The benefits are unlimited when working with a mentor who understands you both professionally and personally. Having a mentor to confide in and receiving valuable advice from them is priceless. The opportunity to have a mentor in my life was one of the best decisions I could have made.

by Mac Prichard

Tue 24 March 2020

During this video, we introduce the Ambition In Motion mentor program and then interview Mac Prichard to discuss how college students and professionals can prepare for professional interviews, as well as discuss Mac's professional experiences and mentor relationships. The host of this video is Ambition In Motion's founder, Garrett Mintz.

Some questions which will be addressed in this workshop series:
How do you control the interview?
How can you ensure that you are being interviewed accurately?
How do you handle difficult questions during the interview?
What is the best way to answer interview questions?
How should you prepare for an interview?
Can you leverage your network to help you land an interview?
What is the purpose of a resume?
What is the purpose of a cover letter?
What if you get an offer but are waiting to hear back from another company?
Is it bad to accept an offer then pull it for another offer?
How should you follow up after the interview?
What are strong questions for a candidate to ask?
How do you determine what is most impactful for a job offer, especially when you have multiple offers?

by Lou Adler

Sun 22 March 2020

During this video, we introduce the Ambition In Motion mentor program and then interview Lou Adler to discuss how college students and professionals can prepare for professional interviews, as well as discuss Lou's professional experiences and mentor relationships. The host of this video is Ambition In Motion's founder, Garrett Mintz.

Some questions which will be addressed in this workshop series:
How do you control the interview?
How can you ensure that you are being interviewed accurately?
How do you handle difficult questions during the interview?
What is the best way to answer interview questions?
How should you prepare for an interview?
Can you leverage your network to help you land an interview?
What is the purpose of a resume?
What is the purpose of a cover letter?
What if you get an offer but are waiting to hear back from another company?
Is it bad to accept an offer then pull it for another offer?
How should you follow up after the interview?
What are strong questions for a candidate to ask?
How do you determine what is most impactful for a job offer, especially when you have multiple offers?

by Jayne Fouché

Wed 18 March 2020

“People grow through experience if they meet life honestly and courageously. This is how character is built.”
~ Eleanor Roosevelt

The best way to gain insight into what one’s future career aspirations hope to be is to have a true conversation with someone already established within that field of interest. Mentees receive a huge benefit from partnering alongside a well-seasoned professional to pick their brains. Asking a ton of questions around the “why’s” or “how’s” can really open a person’s eyes to where they want to go in life.

Unfortunately, sometimes this task can be challenging because of the lack of direction there is readily available to young people or individuals looking to shift careers. Although we would like to see everyone as having sound advice, this is not always the case. Asking questions of dearly loved or trusted people in our life may seem like the correct step in making good choices around career moves; however, sometimes their advice may not be sufficient. Though not intentional, friends and family may believe they are offering their real-world experience correctly, but they lack clear direction in the delivery of said experience.

This is why mentees seeking out career-driven individuals can greatly benefit from their streamline, world experience. Here they are matched up with someone who can give clear direction on what they feel the right steps for that individual should be. Oftentimes, for people who are well established, they reflect on their past and review areas in their professional journey where they wish they had shifted gears. Although they do not cry over their spilt milk, experienced professionals sometimes long for that moment when they could have benefited greatly from someone telling them which direction they should have turned or which path they might have chosen against. Though they are well-established, the experienced individual may look back and say “I have made it, but if only this or that would have happened sooner…”

Once presented with someone new and fresh to the game, they may feel that this is their chance to shed light on the potential career path ahead. People like to know their opinions are valued, and to be given the chance to submit their ideas to someone who truly cares about their experience, will enhance what is being communicated. This will amplify the relationship between the mentor and the mentee and will ensure levels of success from both ends.

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Preparing For Your First Internship

Interview with a guest speaker during the Higher Ed mentor program.

Choosing the Right Mentor Can Be Critical

To having an enjoyable career

Keeping Culture While Employees Go Remote

As remote work grows in popularity, the need for keeping individuals in-tune and engaged in the company culture increases substantially.

What it is like on the other side of the desk

How mentors can help mentees be better professionals

What is horizontal mentorship?

Horizontal mentorship is the premier way to implement an employee mentor program

When is the Right Time to Switch Jobs

Interview with a guest speaker during the Higher Ed mentor program.

Mentors Helping Mentees Be Better Professionals

This article is dedicated to Dr. Toscha Dickerson's mentor, Linda Freeman

How to Prepare for Professional Interviews

Interview with a guest speaker during the Higher Ed mentor program.

How to Prepare for Professional Interviews

Interview with a guest speaker during the Higher Ed mentor program.

How Mentors Can Help Mentees Be Better Professionals

The best way to gain insight into one’s future career aspirations

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