Twomentor Partners With WITI For Mentoring Programs/in Employee Retention, Mentee Training, Mentor Training, Millennials /by Julie Kantor
Twomentor has partnered with WITI (Women in Technology International) in order to begin offering creative and long-lasting mentoring programs to WITI’s corporate membership. The partnership is built to empower the corporate partners with many mentoring options that will improve recruitment, employee engagement and retention across the globe. Twomentor’s CEO, Julie Kantor will preform the duties of Master of Ceremonies at the 25th Women in Technology Summit from June 9-11, 2019, hosted by WITI.
“Over the past 30 years WITI has been the go-to-organization for women in technology looking to advance their career and grow their community,” said Carolyn Leighton, CEO and founder, WITI. “This new collaboration will allow our corporate partners to take advantage of Twomentor’s unique mentoring programs and help drive employee retention and inclusivity.”
An Association of Talent development report has shown that 75 percent of executives believe that mentoring was a key to their success. A separate Deloitte study revealed that over 75 percent of millennials believe that having a mentor is vital to their career growth.
A report from Wharton-Gartner discovered that mentors were promoted six times more often than non-mentors, while mentees were promoted five times more than their non-mentee peers. The retention rate for both groups was as 20 percent higher. Mentoring has been proven to help develop and keep new employees and it allows current employees to excel, which saves companies as much as 300 percent the cost of constantly refilling these open positions.
With Twomentor’s unique Mentor Roadtrip Flash Mentoring, companies receive a hands-on session facilitated by our professional staff that will take the participants on a journey of mentoring. The workshop is a dynamic 60-90 minute experience that will boost your conference and create a culture of clarity around the business case and create a value proposition of mentorship, showing it to be a driver of engagement and retention for employers. Twomentor also will offer the same service to employee resource groups and associations that desire to launch their own strategic mentoring and recruitment initiatives.
“Our goal is to help create a multi-generational and gender inclusive workforce where businesses benefit from more engaged employees,” said Julie Kantor, CEO and founder, Twomentor. “By partnering with WITI, we can help companies build sustainable mentoring initiatives and further elevate women and diversity in corporate America.”
Kantor will be the emcee at the Women in Technology Summit and will also deliver the Mentor Roadtrip Flash Mentoring experience on June 11th at 8:30 PDT in order to engage the conference’s attendees and help them t support each other in the professional arena.
To learn more about Mentoring initiatives, visit www.twomentor.com today.
Men Mentoring Women- 10 Healthy Boundaries in the Age of #MeToo/in Development, Employee Retention, Mentoring, Millennials /by Julie Kantor
Oh, No. Not Matt Lauer! Did Russell Simmons just step down? #MeToo continues and seems like a slow-motion movie that plays on and on. There is a toxic vibe in the air in Hollywood, Wall Street, on Capitol Hill, weary HR executives abound. According to an ABC News- Washington Post poll, over 33 million U.S. women have been sexually harassed and 14 million abused in work-related incidents.
In the past year, I have had several companies ask if I could do a special session for high-level male employees and managers on mentoring women.
As I reflect, I have been very fortunate in my life to have phenomenal mentors and sponsors, both male and female. One male leader gave me two life-changing ‘breaks’ including his own job when he left the company. He still mentors me decades later. I have always felt a debt to him to pay- it- forward and help others, especially those getting their corporate sea-legs.
Traveling around the country, most leaders I meet (male and female) agree that they are where they are today, because someone else mentored them, saw something in them, believed in them. These are life-changing, game-changing relationships! In facilitating mentor training sessions I’ve had the opportunity to speak with executive women in almost every industry. Most share with me that men, in particular, mentored them. Men were often in higher positions of power, generous with their time, willing to make introductions.
“I would now tell men to just not do it [mentor women],” said Darren* a male entrepreneur I had coffee with yesterday as we discussed this article. “It’s too dangerous now with all the toxicity out there. You have to be ultra careful and conscientious with what you are saying.”
Will men pull back on mentoring and championing because they are afraid of being inappropriate? Fear the perception of having an affair? Decide only to mentor [or gulp- hire] other men? That would be a massive setback.
Additionally, in the workforce, we are moving to a new era of mentoring managers. The vast majority of Millennials want their managers to serve more as mentors and coaches as a management style. Mentoring is no longer a nice to have or a have to have, mentoring just IS. It is part of the new contract between progressive employees and employers.
Dr. John Soncini, Ph.D. spoke with us about how important ‘Mirroring’ is in mentoring. “We women need mirroring from male sources,” says Soncini. “Mirroring means to see yourself reflected in the eyes of the mentor (or…mother, father, husband, boyfriend, friend) as valuable: including your intelligence, capability, professionalism, attractiveness, etc.,” adds Soncini. “Women, especially need this mirroring from their fathers, so, as an extension, from male mentors too! Clearly, when the boundaries are SAFE, male mentors have a particularly strong and positive impact on the person mentored!”
As I read today about Matt Lauer’s apology as the latest #MeToo-Man-of-the-Hour, I decided that it was time to write this piece on healthy mentoring boundaries and say to men that we absolutely need you as mentors and champions.
Here are 8 recommendations:
1] JUST SAY NO– If you have a history of being accused of sexual harassment, sexual violence, you probably should find other ways to add value to the world. Don’t mentor one on one if you or your HR team feel concerned. If you are in a leadership role or management role, consider mentoring through public meetings with your team or small groups of diverse people. If you are feeling a strong physical attraction, help her find another mentor.
2] SAY YES TO MEETING IN PUBLIC– Yeah, hotel rooms are a no-go for any and all mentoring. Meet your mentee at Starbucks, in a conference room at work, have a great lunch at the new restaurant that opened up. Keep the relationship professional.
3] APPEARANCE & ASPIRATIONS– As a general rule of thumb, keep the focus on your mentee’s goals and aspirations. It’s ideal to have the mentee share 2-3 goals that are the focus of the mentoring relationship. I would keep comments about your mentee/mentor’s appearance to a minimum. “You look very professional today.” or “that’s a nice outfit.” Positively ‘mirroring’ your mentees accomplishments, efforts and sharing empathy in times of challenge are most welcomed.
4] ASK IF YOU ARE UNSURE– Ask your colleagues to help you understand what is okay or not okay. Ask for mentoring feedback. A lot has changed over the past several decades and you need to be up to speed. Something that was a compliment years ago like “spin around, let me see your new dress,” might be a threat today. Please watch this amazing video Deloitte UK put out on diversity. Best I’ve seen. STUNNING and eye-opening.
5] IT’S GREAT TO TALK ABOUT YOUR FAMILY– My mentors have been family men, and I am a family woman. They invite me to dinners or events with their kids, parents sometimes and visa-versa. They ask about my husband Marc and how my daughter is doing every time we connect. It builds lifelong friendships, trust. On the flip side, I had a potential major client behave very inappropriately after a colleague and I met with him. I used the “happily married” response following a barrage of texts that he sent following the meeting. With over 60% women being single, I realized one should not have to use the “I have a boyfriend” response. In discussions with 8 women friends, many single, we decided a clearly stated “I do not mix business with pleasure,” was a simple option to shut down these types of advances right away.
6] KEEP IT ABOUT PROFESSIONAL GROWTH– In a professional mentoring situation, I would suggest 80%-10%-10%.
- 80% of the conversations on things that will help your mentee professionally, please share from your own experiences and learning.
- 10% on life, the weather, family, skydiving last weekend or what you did over vacation
- 10% on other topics that you feel qualified to assist each other with or other shared interests
I would encourage you not to delve too much into your mentees personal life too much unless he/she brings it up. Ask any HR professional and they will likely have additional guidance especially for management situations.
7] AFTER 8 IS TOO JUST LATE- Alcohol and mentoring are just not a great combination. “Lead me not to temptation…” Dinners, bars 1:1 are not ideal. I know I wouldn’t want my husband’s colleagues seeing me out for dinners with a male mentor(s)/ mentees, so I opt for lunch, coffee or a group event if I am at a conference.
8] THAT’S SOMEONE’S KID OR WIFE– Remember your mentee is someone else’s daughter (or son), mother or wife. It is such a huge honor to be able to mentor someone else’s family member in the world of work and more. How would you want a mentor to treat your own daughter or son? I often think of mentees as a little brother or sister, a niece, someone you care for and want to see grow. She does need and value your advice. It’s an incredible gift with a lifelong impact. It’s a sacred trust.
Julie Silard Kantor helps leaders build their living legacies through mentorship and sponsorship. She and her team at Twomentor, LLC are helping to build a much-needed mentoring revolution through thought living-legacy leadership work, mentor training, mentor culture building, Mentor Road Trip™ flash mentoring web sessions and more in many sectors. Two adages that drive us are:1] The people who mentor at your company are the people who drive retention at your company and 2] If you want more diversity (i.e. women in STEM), mentor and sponsor more diversely