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Fri 28 February 2020
Initial publishing on HR Boost.

I am interviewing Garrett Mintz, the founder of Ambition In Motion, to discuss mentor programs for small and medium-sized businesses. Garrett and his team have done extensive research into mentorship and what works and doesn’t work for implementing mentor programs. Garrett’s big focus is on leveraging the research of Work Orientation and its impact on successful mentor relationships which he shares about in this interview.

What is a common assumption that small to medium sized business owners have about their team?

That everybody already knows everybody or that they don’t have time for mentorship.

So often, I will hear from small to medium sized business owners that they don’t see a need for an employee mentor program because everybody has already worked at the company for 5+ years and that everyone knows everyone pretty well. Or that the issues between employees can’t be resolved so they are fine with leaving them unresolved and continuing on with business as normal. Or that they don’t have time for mentorship.

What most business owners are blind to is the fact that most conversations at work are superficial: “How are your kids?” “What did you do over the weekend?” “Did you complete that project?”

You have enough of these conversations over and over and over and you feel like you “know” somebody…but you really don’t.

Do you have a story you can share to elaborate on this point?

Of course!

One of our clients does tax accounting in Indianapolis. They are a 14 person firm and we started the mentor program in January.

It would be an understatement to say that the participants in our mentor program were busy and skeptical about this program. We are entering the heat of tax season and they are embarking on a mentor program…in a 14 person company where everyone knows everyone.

Needless to say, they were skeptical.

Brad and John are employees of this firm and they were matched together. Brad is a manager at the company and has been there for over 15 years. John started within the past year but has been friends with Brad for the past 3 years. In fact, Brad helped him land this job. Since they both had been friends for the past 3 years, they thought they already knew everything about each other.

They scheduled a 60 minute meeting for their first mentor meeting but were concerned that they wouldn’t have enough to talk about because they already knew each other so well.

The result…the meeting lasted for 90 minutes…they only got through 1 question on the meeting agenda we provided them…they had to schedule a second meeting in the same month complete the meeting agenda.

They learned so much about each other that they didn’t already know. They opened up about their background, their work history, their work goals, and how their personalities meshed well with each other. 

Brad and John have never had conversations like this at work before. They are now getting their work done more efficiently because they have a better understanding of what each person does and what they need as opposed to working in their own silos. Because of this increased efficiency, they are now starting on projects that were pushed out way down the line in the company’s strategic road map.

This was all accomplished within the first month of implementing the mentor program!

These types of stories happen all of the time.

What is your secret sauce? 

The key thing that we are doing that is different from most mentor programs is we are using the research behind Work Orientation to facilitate our mentor program.

Traditional methods for matching people together for mentorship don’t work.

My team and I have learned that when you match based on status within the company, years of experience, or learning a specific skill, that the mentor relationship becomes a transaction where the mentor gets nothing and only the mentee has something to gain. The issue with matching people together based on transactional metrics is that it lacks staying power and depth. Once a mentee achieves what he/she is after – or loses patience with achieving the goal, the relationship ends because the mentee has no need for the mentor anymore (e.g. after a promotion or learning a certain skill). 

This is a problem because the staying power of mentorship is what increases its impact to a business’s bottom line significantly over time.

If you can create webs of mentor relationships across your company, significantly more collaboration can occur, your team can innovate more easily, and your culture can thrive. People will show up more engaged for work every day and the ability to attract new talent to the company will happen more naturally because your employees will become ambassadors for your company, encouraging their friends and strangers to take advantage of joining the team if they get the opportunity.

My team and I have tested multiple personality tests and areas of research. We have garnered varying degrees of success with different personality assessments, but by far the most effective research area is Work Orientation. Work Orientation is how you view your work. Some people view their work as a career, while others view their work as a calling, while others view their work as a job. Work Orientation is fluid and there isn’t a right or wrong Work Orientation. When Work Orientation is aligned for a mentoring relationship, the likelihood that relationship lasts for 6 months and is considered both productive and quality is 400% greater than traditional mentor matching methods. Regardless of the department a person is in, years of experience, or status in the company, if Work Orientation is aligned for a mentor relationship, they are 400% more likely to last for 6 months and be considered productive and quality than matching on transactional metrics like the ones previously stated.

How much time does participating in a mentor program like yours normally take?

The time investment from employees in our mentor program is between 1 and 4 hours per month. If we are assuming 166 hours worked per month that is less than 2.4% of their time.

How does this translate to the bottom line?

There has been extensive research on the correlation between mentorship and work engagement and between work engagement and productivity. Essentially, if you can measure engagement changes in employee mentor program participants over time, you can measure how much more productive they are at work. This manifests itself in more sales, better customer service, greater collaboration between teams, and overall happier employees. If you can increase the likelihood of successful mentorship by 400% and continue implementing successful mentorship over time (e.g. building webs of connection), you can create a significantly positive impact on the bottom line.
Fri 28 February 2020
One common piece of advice I hear is that “you should work towards finding a calling”. The advice makes sense. I mean of you look at Maslow’s hierarchy of needs, self-actualization is at the top and it is easy to assume that finding a calling is consistent with achieving self-actualization.

But what if it’s not? What if we have it wrong?

I work in the space of implementing employee mentor programs for companies and I have studied extensively the correlation between aligned Work Orientation and the likelihood of successful mentor relationships. I have also studied correlations between different Work Orientations and levels of engagement at work.

Work Orientation is how one view’s their work. Some people view their work as a job (motivated by work/life balance), some people view their work as a career (motivated by professional growth), and some people view their work as a calling (motivated by personal/professional mission alignment).

My team and I learned that Work Orientation is fluid, meaning that it can change throughout one’s life. We also learned that when people don’t share a similar Work Orientation and are matched together for a mentoring relationship, that the likelihood that relationship lasts for 6 months and is considered both productive and quality diminishes significantly. 

But is there a correlation between one type of Work Orientation and being more engaged at work?

Our current research indicates no.

Our current research does break workplace engagement into 4 separate categories: emotional attachment to the work, energy received from doing the work, social connection with those whom doing the work with, and level of fulfillment from the work itself.

Our current research indicates that there is no one Work Orientation that is more engaged at work than another, but that some Work Orientations are more engaged in certain types of engagement than others.

People that are job oriented gain more workplace engagement from social connection with those whom they are doing the work than people that are career or calling oriented.

People that are career oriented gain more workplace engagement from the energy received doing the work than people that are job or calling oriented.

People that are calling oriented gain more workplace engagement from the level of fulfillment from the work itself than people that are career or job oriented.

The point is that maybe not everybody needs a calling. Everybody runs in their own lane and lives their own life and can achieve happiness and self-actualization in their own way. Assuming that everyone needs a calling may put people in uncomfortable situations and make them feel a way that they aren’t. And just because somebody doesn’t view their work as a calling right now doesn’t mean that they never will.

To adequately share the data and the other side of this point, our research also indicates that people that are career and calling oriented are more receptive to participating in employee mentor programs. Since employee mentorship - done successfully - leads to increased workplace engagement, greater collaboration across teams, and improved productivity, you could also make a counterargument.

Wed 19 February 2020
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Nicole Martin is Chief Empowerment Officer and Founder of HRBoost, LLC, a HR Shared Services consulting firm based in Chicago, Illinois. In recognition of her professional excellence as well as her community, Nicole has been honored by multiple organizations including most recently as one of Mirror Review’s 10 Game Changing Women in 2019. Awardee for Business Excellence by the Chicago Daily Herald, and a 2016 Enterprising Women of the Year Champion by Enterprising Women Magazine. A sought-after expert, her knowledge and advice have been featured in newspapers and magazines throughout the country. In addition, Nicole is the host online of HR in the Fast Lane and contributing writer for the Chicago Business Journal.  Nicole has authored, International Literary Award and Amazon Best Seller, The Talent Emergency, the accompanying Talent Emergency Guidebook, The Human Side of Profitability, The Power of Joy & Purpose, and her newly released co-authored book No Fear Negotiation for Women.
Tue 18 February 2020
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During this video, we introduce the Ambition In Motion mentor program and then interview David Elfman to discuss how college students and professionals can get their foot in the door for professional experiences and mentor relationships. 
Mon 17 February 2020
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Joanna Severino is the Founder & President of PREPSKILLS and the US College Expo. Joanna has been an educator for over 25 years, helping students to excel in achieving important milestones in education. For many Canadian families, applying to private schools and US colleges can be daunting. PREPSKILLS helps navigate this process by giving families the tools, resources and connections to maximize opportunities. Joanna created the US College Expo in Canada and PrepConnect events to help families explore their educational pathways. Education is really about resourcefulness. As a certified teacher and passionate mom-preneur, Joanna is always looking for ways to ensure that students connect with these opportunities and get the valuable information they need to make informed decisions about education.
Sun 16 February 2020
Leverage LinkedIn to expand your network.'
Bree is a Career Consultant, CEO of HD Career Consulting LLC and podcast host of Who Ate My Cake Podcast, with over 15 years’ experience. She leverages her knowledge of workforce development trends, career pathways, education and training programs, HR process and hiring partnerships to systematically and strategically assess people's challenges to help them find careers that stick. She gained her experience and training working in higher education, training and development and parted ways with the institution in 2018 to launch HD Career Consulting with the mission to bring career exploration and development services to working adults struggling to navigate careers efficiently and effectively because we all deserve Work + Happy.  
Her expertise
o   Adult Teaching, Learning and Career Development Specialist.
o   Member of the National Career Development Association.
o   Published Research Author in the Journal of Career Development.
o   Former peer reviewer for the Journal of Career Development.
o   Podcast host and creator of Who Ate My Cake, An all things career podcast.
o   Former Student Affairs Practitioner, and Graduate Student SuccessPrograms Creator and Evaluator.
Fri 31 January 2020
The marketing team is frustrating the engineering team which is frustrating the sales team which is frustrating the customer service team which is frustrating the accounting team…and all of these frustrations frustrate the executive team.

Maybe frustrated is too strong of a word…but the current meeting structure between teams is not working as great as you would like.

You might have thought about the idea of implementing a mentor program to help increase connectivity between teams but thought to yourself “We are growing too quickly and don’t have the time to implement a mentor program.”

This article serves to challenge that notion.

A man was hired to cut down trees. On the first day he cut down 6 trees. On the second day he cut down 5 trees. On the third day he cut down 4 trees. By the end of the week, he was only cutting down one tree per day. He went to his boss and said “I don’t know what is going on with me! I must be getting weaker.” His boss replied, “When was the last time you took the time to sharpen your axe?” The man was confused. He responded “I don’t have time to sharpen my axe. I need to spend my time cutting down trees.”

Implementing a mentor program at your company, especially if it is growing at a fast pace, is like sharpening your axe. 

When a new employee doesn’t build a strong bond with another employee within the first month of starting their role, their likelihood of being retained past 1 year and having a high level of engagement diminishes significantly. 

This relationship is NOT the relationship they have with their direct supervisor.

Why?

Because the relationship between a supervisor and direct report is one of expectation. Both parties have expectations for each other. When two people have expectations for each other, the likelihood for vulnerability between those two people diminishes substantially. When there is no vulnerability, there is no trust. When there is no trust, oxytocin can’t form in our brains and when oxytocin can’t form in our brains, we don’t receive the happiness we feel when we are surrounded by those that we do have oxytocin with.

The point: the bonds that cause people to stay at a company beyond 1 year and be highly engaged at work need to form outside of their boss to direct report relationship. 

It can be with somebody within their own department, but for this article, we will focus on the benefits of matching people together for mentorship across departments and how people with different backgrounds can increase their engagement, productivity, and collaboration at work.

People build strong bonds with each other for mentorship when their Work Orientations align. Work Orientation is the measure of what motivates us at work. Some people are job oriented, some people are career oriented and some people are calling oriented. 

There is a 400% increase in the likelihood of facilitating successful mentor relationships when Work Orientation is aligned.

The reason is because people inherently try to empathize with others when they are in a mentoring relationship. But, when 2 peoples Work Orientations are not aligned, the advice, questions, and insight will not be received in the way the other expects or wants to hear. For example, an issue a career oriented person might face is feeling like they aren’t learning new skills. A job oriented mentor might ask, in their attempt to be empathetic, “Are you getting paid well? Are you getting enough time off? Is your work stressing you out?” The career oriented person might answer yes to the first two questions and no to the last question but still feel unfulfilled because their problem isn’t with pay, time off, or work stress, it is with the lack of opportunities to learn new skills, an issue that might not be considered an issue for a job oriented mentor. 

This is just an example, but in this, both people are left feeling unfulfilled from that mentor experience.

When Work Orientation is aligned, peoples attempts at empathy are more well-received and both parties feel greater connectedness to each other.

What makes Work Orientation so unique is that this measure goes beyond status within the company, years of experience, or area of skill or expertise.

What this means is that people can be matched together across departments, years of experience, or status within the company while still having a high likelihood of having a successful mentor relationship.

In fact, this type of mentorship does an amazing job of creating collaborations between teams. It is difficult for the marketing team to understand what the engineering team is going through which is difficult to understand what the sales team is going through which is difficult to understand what the customer service team is going through (and so on so forth throughout your company). 

By creating mentor bonds between people across departments, you are able to foster relationships that don’t have expectations. This leads to empathy and vulnerability which leads to trust, which leads to oxytocin which leads to greater levels of engagement and collaboration at work. When somebody on the engineering team complains about the marketing team, an engineer who is in a mentoring relationship with somebody on the marketing team can squash that issue and convey what the marketing team is going through as opposed to letting that complaint fester and grow deeper into the minds of the engineers.

Wed 29 January 2020
If intimate relationships have Love Languages, should we also have Love Languages in our management style?

To rephrase that question, are there certain management incentives that motivate some employees that don’t motivate other employees?

If so, then we shouldn’t have the same management incentives for every employee, right?

For example, if I know a direct report is really motivated by professional advancement, extending her vacation days wouldn’t be optimally motivating to her because her goal is professional advancement. A better incentive might be to provide her with the opportunity to gain a new credential or learn a new skill.

Here are 3 keys you can leverage to encourage your team properly.

Understand your Direct Reports’ work motivations

Understanding your direct reports’ work motivations is critical. If you take time to identify what their goals are, you can work on brainstorming and identifying incentives that would motivate them. If you are struggling to identify your direct reports’ work motivations, you can try using Ambition In Motion’s Work Orientation Assessment – https://ambition-in-motion.com/companies.

Be willing to alter and change your management style based on the individual

Having a one-size-fits-all management philosophy does not work. What it will do is surround you with other people that are just like you. This lack of diversity will create blind spots and turn away potentially great collaborators to your team. If you are willing to alter your management style, you can allow your direct reports to thrive and grow in the way that motivates them.

Encourage an open and honest dialogue to gain feedback on the style you have implemented

Radical candor is critical to knowing if what you are doing is working. If your direct reports fear you or your response to their honesty…they won’t be honest with you. If you can’t have honest feedback, you will have no idea if what you are doing is working and you will likely revert to old, bad habits.

Growing the engagement and the productivity of your team is not easy, but it is possible. If you are willing to understand what motivates your team, act on it, and accept feedback, you will be well on your way to achieving great outcomes.

If you are interested in learning more about research on mentor relationships for companies, check out https://ambition-in-motion.com/companies.

Mon 27 January 2020
I interviewed Mat Orrego, the CEO of Cornerstone Information Systems, a 100-person software company that is growing and doing amazing work. Mat is in his mid 50’s, his company is doing great, and he has a great support system. By all accounts, Mat has made it professionally and personally and would be the last person you would think would be interested in having a mentor.

But to my surprise, in my interview with Mat, Mat informed me that he is constantly learning and building mentor relationships and seeking them out. 

This was surprising to me because I have been running a mentor program for over 7 years and I have encountered many professionals in their 30’s, 40’s, 50’s, 60’s and older that have informed me that they feel that they don’t need a mentor. This isn’t many people that respond this way, but enough for me to think to myself “could they have possibly learned it all?” or “is there some age where you have learned everything you need to know and don’t need to keep learning?”

I ponder these questions half-heartedly, but I do think about the question, what differentiates Mat from these types of people?

I believe the answer is a combination of ego, willingness to be vulnerable, and one’s perceived social capital.

Mat doesn’t care about being proud or showing off, Mat cares about learning, growing, and being right. Mat doesn’t put on this façade that he has it all figured out – he’s vulnerable and that makes him extremely relatable and attractive to other people. Mat doesn’t live his life based on his perception of the expectations he thinks others have for him, he makes decisions to help him be better.

One story that really stood out to me that Mat shared with me was the time he participated in a Stanford executive education program. While in this program, he was paired with another professional in the program for mentorship. How old was his mentor? 25. Instead of thinking to himself “what could I possibly learn from this 25 year old?” and thinking that program had failed him, he embraced the relationship. This 25-year old was doing amazing work at Facebook and Mat mentioned that he taught him so much about business and technology. But more importantly, they were able to connect on a human level. Their mentor relationship wasn’t solely about the transfer of knowledge and skill. It was also about building a bond that would last after the program was over.

This story showed me so much about who Mat is and what he stands for.

Be more like Mat. Don’t let your ego get in the way of growing.

If you are somebody that is contemplating whether or not to participate in a mentor program, I would strongly encourage you to do it and come in with the open mind that you can both learn and teach in this relationship. Your age is just a number and your ability to learn and build connection only stops when you decide it’s time.

Sat 25 January 2020
So you have started a mentor program, congrats! You matched people together and your people are now gearing up to begin meeting. This is an exciting time for your mentor program, but also a critical time. If your participants have a bad first meeting, the likelihood of a second meeting happening diminishes significantly and the likelihood the relationship succeeds diminishes greatly as well. 

If your employees go into this meeting without an agenda, here are the questions that they will be thinking about: 

What will we talk about?

Can this person even help me?

Can I help this person?

What if this is a big waste of time?

What if my mentor talks too much or doesn’t talk at all? 

Should I share and be vulnerable or only talk about the day-to-day things like the weather and sports?

Will this person care?

You could argue that this is a pessimistic view of the thoughts in one’s head before meeting and that an optimist would think oppositely and you would be correct in thinking this. But, in our experience, when most people try something new for the first time, they are more hesitant to fully embrace this new thing. This hesitancy is typically met with skepticism.

How can you significantly minimize this skepticism? Provide an agenda!

You might think “Agendas will make the relationship robotic and impersonal!” but in our experience, the opposite is true. Agendas provide a starting point for the conversation. They give people the confidence to know what will be discussed during the conversation while knowing that if they learn something interested about their mentor that they can ask for elaboration and grow the conversation in whichever direction feels most natural.

Should I prepare an agenda for every mentor meeting? At least one new agenda per month.

A first agenda is great, but without consistent guidance and structure, the relationship can begin to lack newness beyond life/career status updates. Providing a new agenda every month creates context and provides a roadmap as to where the relationship should be going. This creates freshness in the relationship and allows for you, the administrator of this mentor program, to control the flow and success of the mentor program.

Should I create the same agenda for every mentor pairing? No.

A one-size-fits-all policy around your mentor meeting agendas is not ideal. The reason for this is because not all mentor pairings share the same Work Orientation. For example, people that are job oriented get much of their workplace engagement socially. Therefore, their agendas should incorporate some form of social activity like volunteering, going out to lunch, or taking a walk outside. People that are career oriented get much of their workplace engagement from the work that they do and learning new skills. Therefore, their agendas should be focused around setting timelines with each other for learning new skills. People that are career oriented get much of their workplace engagement from high level thinking. Therefore, their agendas should be focused around discussing abstract concepts on how their work and their company has an impact on society on a larger level.

Should I be gathering feedback on my agendas after every mentor meeting? Yes.

The ideas you come up with for mentor meetings could be great or a total flop. Being ignorant to the feedback from everyone means that the loudest voices will win. The loudest voices are not necessarily representative of the entire group.

Is there an order you tend to follow for structuring mentor meeting agendas? Yes.

At Ambition In Motion, we typically follow a structure of rapport building, then collaboration exercise, then goal setting, then reviewing obstacles (perceived vs. real), then reviewing strengths and weaknesses, and then providing feedback to each other (e.g. a 360 degree review).

So…What are the 5 reasons why you NEED to provide agendas for your company’s mentor program?

1.       Removes much of the skepticism from participants
2.       Allows you to control the pace and direction of the relationship
3.       Gives you insight into the effectiveness of the program
4.       Creates opportunities for mending and iterating relationships while they are happening
5.       Provides you with a formula for success for future versions of the mentor program

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Building Mentor Connections Through Work Orientation

Kickstarting Mentorships For Fulfilling Careers