Gamechanger! The Value Of Co-Sponsoring Relationships For Women In The Workforce

Jayla, age 15, needs role models to show her viable career options and visions of what she can become. She would like to job shadow a successful woman who came to speak at her school to learn how she started her own technology firm.

Margaret, age 20, needs both role models and mentors to really talk things through, set some plans in motion, and help her understand her own leadership capabilities and where she needs to grow.

Margaret has engaged in her third internship as she understands it is one of the best ways to actively learn, network, and crucial to her workforce prospects. Interning, whether you are in school or a graduate, is a time that Millennials and GenZ heavily rely on mentors and colleagues to teach them the ropes, nuances, politics, and the hard skills.

As Shana, 36, rises through the ranks of corporate America, she might not have the nomenclature but she starts understanding that she needs something else… sponsorship. She needs internal champions to make it as a Partner or to the higher floors. She might see others who started with her going up the escalators at faster rates, and become disillusioned that her superior work doesn’t just speak for itself.

She might quit or go to a new firm that she feels will value her more.

Since starting my own company that focuses on mentorship and sponsorship to elevate women in the workforce (especially in STEM fields), I have learned some valuable lessons and garnered some new insights to share with you.

I have learned that:

– Millennials want to be mentored, and they value it. In fact, Millennials view it as so crucial to their professional success, they will leave a company with a bigger name to find a company that will invest in their learning and development. I often tell my clients ‘Mentor them or lose them.’

– Millennials also want their managers to be mentoring managers. They are looking for transformational managers, not transactional managers.

– Men are naturals when it comes to Sponsorship (to clarify, a mentor speaks to you and advises you, a sponsor is someone who speaks about you behind closed doors. A sponsor will often champion you for promotions, stretch assignments, and might offer air coverage when the going gets tough). When we discuss this topic, so many high-powered women shared with me that they were championed by a male leader.

– Today, women have networks and power. I’d argue that we are incredibly well poised for game-changing breakthroughs in the sponsorship arena, once we better understand it all. In fact, according to economist Sylvia Ann Hewlett, men are 46% more likely to have a high-powered sponsor. In her research, 83% of women do not have sponsors. I read a piece in Harvard Business Review questioning if we are mentoring women but sponsoring men more in the workforce. While discussing this phenomenon, one tech leader said to me, ‘Silicon Valley is built on sponsorship.’ … Fascinating perspective, and if you think about it, the entire “old boys network” is actually built on sponsorship. But ladies, it’s our defining moment to join the party and make things happen for ourselves and others.

As an entrepreneur who is especially passionate about female entrepreneurship, I want to see you succeed at new heights and consider taking the elevator if the escalator has been a total drag. I want to encourage here a ‘’stretch assignment’’ for you and your close networks to try on for size: Co-sponsorship. I have found that men have been willing to sponsor us (women entrepreneurs) at higher rates, but that Co-Sponsoring with other high potential women is a great way to go. In my experience, it has been so mutually valued and has yielded all kinds of incredible opportunities including client relationships, new jobs and more.

To get started, you do need to be fairly confident with your own network. You need to have clear goals personally or professionally that you feel others can help you with.

So skip the escalator, hit the Penthouse floor button and embark on a three month ‘Co-Sponsoring’ Experiment Plan…

WEEK ONE (The Ground Floor): I want you to find 2-3 other women (you can pick a man to!) who are networked and who you really respect. People you already know pretty well. Pick people you feel will make a good impression on others as they have made on you. Perhaps they are doing work or started a company that you really feel has high potential. Perhaps they are a past colleague or you currently serve on a board together. Schedulecalls with them or plan a lunch meeting.

THE FIRST MEETING: Listen for what your colleague needs, where they are at in this stage of their professional lives, and assess if you can truly help them somehow. Could you be a champion for Tanya who wants to speak at the major women’s conference you spoke at last year, or Cynthia who just left her COO job at a major bank and needs access to recruiters and CHRO’s of major companies? Could you advocate for Lynette who is starting a cause to teach tech skills to middle schoolers in your city? While they are talking, jot down 2-4 action items you could take on their behalf and envision introductions you could make or opportunities you could create. You have so much more to offer than you realize, just listen and you will begin to connect the dots.

Next, I want you to SHARE what you are building professionally, what you are most passionate about. Discuss what your needs are, types of companies or people you aspire to work with or be connected with. If necessary, you can add that you are part of this Co-Sponsor experiment and are looking to build a few relationships where “we help each other formally to make things happen!”

Leave the meeting with a gameplan on what you each are comfortable doing. There is nothing wrong with starting with small steps. Keep things low-pressure and have fun with it. Schedule an appointment to follow up and discuss the next leg of the Co-Sponsorship journey within the next 3-4 weeks. So many meetings lose their potential due to lack of follow-up or follow-through.

THE SECOND MEETING (You are Riding Up): Are there any early fruits from your labors? Did you make introductions? If not, do it together while you are on the phone. Remember, you are also accountability partners as you climb together. If you followed up on your meeting one commitments which I hope you did, how did it go? Track carefully what you each agreed to do and where things stand. Feel free to start a shared Google Doc. Often, I will ask my Co-Sponsor(s) to send me some solid wording for how they want to be introduced, and then write to people within my network asking if they are open to an introduction. Most have been! Several times, my Co-Sponsor reached out and didn’t hear back, so I wrote a nice note to nudge the other party that they did agree/wanted to connect as well as if there was anything that I can do to assist.

People really do value being connected to other great people. It’s been actually quite heartwarming and fun to be the connector. The middlewoman. At this stage, you might want to map out a few more action plans and understand any new needs your Co-Sponsor might have. One amazing woman leader I met on Linkedin is speaking at a major conference in Silicon Valley this Spring. After we spoke she contacted the conference organizers and created an opening for me to speak as well… Many entrepreneurs also offer each other financial incentives if business comes in from each others connection. I do, and that creates another level of WIN/WIN in these crucial championing relationships.

THE THIRD & FOURTH MEETINGS : Are you both rising and stronger because you came together? Why not meet somewhere where you can introduce your Co-Sponsor to people or invite her to join a key conference call. Get her a seat at a table that she will benefit from. Bring her to an open board meeting. Introduce her to other key leaders you socialize with. Goodwill begets goodwill. If the relationship is feeling lopsided, think about how you might remedy this and continue tracking and following up. So many people don’t read emails, follow-up in a timely manner or check their Linkedin— Not a problem, just circle back politely. With one of my Co-Sponsors, I received a wonderful client contract immediately from a connection he made but it took three more months until one of my connections became lucrative for him. I sent him 10% of the contract I received to say thanks, something he never asked for, but is part of our business model @Twomentor. Send a plant, a Starbucks card, plan a spa day, show gratitude and continue to keep the ball rolling toward mutual gain. Keep advancing each other, and keep building Co-Sponsorship relationships that focus on abundance, not scarcity. Enjoy your new views and vistas.

I will write more about this topic, but I want to hear from YOU if you want to join in on this learning journey. Keep us posted on your progress and keep moving mountains for great and emerging leaders. Good luck!

Julie Kantor is CEO of Twomentor LLC. She works with major corporations and organizations to build mentoring cultures that retain a diverse skilled workforce. She can be reached through info@twomentor.com

Don’t Have Time to Mentor? You Might Want to Rethink That

“I have talked more people off a ledge from leaving our company,” said Cheryl* CEO to her leadership team. I watched her in awe. She is a true leader who gets the power of people, the power of a pay-it-forward culture. After all, she was part of a strong chain of leaders who championed her and she respectfully claims that honor and wants to see the legacy continue. With the cost of losing an employee is 100–300% salary (SHRM), I cannot help but start putting dollars on a virtual excel spreadsheet for all the casualties that did not happen as a result of her interventions. The value of those authentic talks. The value of taking the time to see the people who work with you, for you, your peeps, your companies future.

Cheryl put a much stronger stake in the ground when she announced that she was connecting bonuses to “how we invest in our people,” with mentoring being one key strategy. She understands that an investment in people = a stronger workplace culture = retention = engagement + productivity = =revenue and ROI= more smiles.

As I took the stage at Cheryl’s conference, Bob’s conference, Darren’s corporate conference and dozens more through my work @Twomentor I always ask the question “How many of you have a mentor and/or someone you go to for professional advice?” The answer, please take this in, is under 40% even in the highest levels of our rockstar companies. I ask what the impact has been of having a mentor (or sponsor)? I “wouldn’t be where I am today”, “my mentor challenged me,” “he believed in me, changed my life” “kicked my a — and showed me where I needed to grow,” and so much more).

My next question is “How many of you currently mentor other people?” Always under 20% stand up. WHAT@!#! Most companies err in believing mentoring should just happen holistically. I believe more and more we need to engineer it in a dynamic fun way with creative flexibility. I believe people are afraid to look weak in asking for help or intrusive in offering help. But the help of each other is the bridge where magic occurs.

We also are confronting a loneliness epidemic in our country and it’s hitting our youngest the hardest. It’s not just “lonely at the top” anymore. In fact, recent overall studies that show that 54% of American’s feeling lonely and isolated.

Darren stood up at the conference after a flash mentoring session. He had a management problem that was nagging him for weeks related to his new promotion. “I was concerned about it every waking moment,” he shared. He found his answer and began action planning following a speed mentoring conversation with a seasoned leader. “When he was talking, chills just went over my body,” said Darren at the conference. “I knew he was right and I had gone to my manager and others, but he was the one who made me see a solution I hadn’t seen.”

Nice to have or have to have? I have the time or I don’t have time is the question you will have to answer for yourself and your company. … and having a leader like Cheryl at the top quadruples the chance of systemic success.

For your own time, if you go with “Yes” I will carve out 10–20 hours a year to mentor others or ask for help, get started. Schedule that walk and talk or that drive to Peet’s Coffee.

“Mentoring is a muscle you flex, it grows stronger the more you use it,” says Cheryl.

Julie Kantor and her team at Twomentor are here to help you build or boost a sustainable mentoring initiative to retain your best talent. She can be reached at julie@twomentor.com 

When Your Mentor Isn’t Perfect: 5 Strategies For Bringing Out The Best In Each Other

by Devi Jagadesan, Summer Associate at Twomentor

Nobody’s perfect, including our mentors that we look up to. Some of us are unorganized, lack communication, or simply get caught in the chaos of a difficult work schedule that we forget we have someone looking up to us as a role model. However, there is always room to improve as a mentor while bringing out the best in your mentee. According to Deloitte, Millennialsplanning to stay with their employer for more than five years are twice as likely to have a mentor (68%) than not (32%). Furthermore, according to a 2014 survey by The UPS Store70 percent of small businesses that receive mentoring survive more than five years – double the survival rate of non-mentored businesses. There is such a strong business case for mentoring, but these relationships can get derailed if not nurtured or if we have unrealistic expectations of each other.

1.    Honesty and open communication

It is important in a mentor/mentee relationship to build the foundation early for how you both will give and receive feedback. Being transparent builds trust and more room for open communication. Make sure as a mentor, you listen closely to your mentee and get to know them both as a person and a professional. You are in a position to help your mentee build on her/his strengths while giving constructive feedback on areas your mentee can improve. I had a concerned mentor ask me often “Are you taking care of yourself,” as part of his dedication to self care being vital in the workforce. His feedback was well received. If you go overboard with critical feedback, the relationship will most likely deteriorate. Good communication is key for a long-lasting mentor/mentee relationship.

2.    Goal setting and task oriented

Part of being a mentor is helping your mentee on the journey toward achieving his/her goals. A lot of mentor-mentee relationships fail because there are no clarified objectives as the basis of the working relationship. It is important to go over the mentee’s goals on the first or second meeting and recognize milestones monthly or bi-monthly. New goals may emerge. Some mentors try to form their mentee into their own image, by having your mentee establish their own goals. Your job is to support your mentees vision and success while encourage them to keep the momentum moving forward.

3.    Mutual respect

Your mentor or mentee might disappoint you personally or professionally. This can be very hard emotionally on the relationship. Mentors and mentees must have mutual respect for one another but might have different values, and beliefs. Although a mentor usually has more experience than the mentee, being able to respect his/her mentee for their strengths and all they have to bring to the table is vital. When a mentor believes in the mentee, it gives them the courage and confidence. Likewise, when the mentee has respect for their mentor for their experience, skills, ability to guide, the mentor is more willing to help. The mentor has an abundance of knowledge to offer the mentee. Each individual will grow together. If you feel on either side that the person is unethical, we suggest you move on and not align yourself with them further.

4.    Carve out time for each other

Along with having mutual respect, a mentor and mentee must allocate enough time for each other. Cancelling and rescheduling too many meetings can really weaken the potential of the relationship. This goes back to the point of mutual respect and valuing the other person’s time. Although we aren’t perfect, and sometimes get lost in a sea of scheduling conflicts, the relationship between a mentor and mentee is an important priority. Carving out enough time for each other must be in the upfront plan, even if it is just for 3 – 9 months of meetings.

5.    Ask each other LOTS of questions

One of the best parts about the mentor and mentee relationship is that there for room for growth for both parties and trust needs to be established early. Getting to know each other is important whether it is about one another’s work, family life, or favorite hobbies and dreams. Finding commonalities make the relationship stronger and more enjoyable for both of you. You do not want to be strangers with your mentee, you want to build a rapport that makes you excited to be on this journey together. The more comfortable you both are, the more questions you can ask each other for learning and growth.  Sharing your life experiences openly is also important for your mentee to hear so they can learn from your successes and mistakes. Your honest insights will make your mentee feel safe in opening up as well.

Lastly,  The mentor/mentee relationship is a learning experience. If you follow these five recommendations, it will only strengthen the bond. A bond is formed when two people are able to be their true, authentic selves around one another. So the best advice is BE YOU, flaws and all because that is how both parties will benefit and grow.

LET’S TALK! 
Scheduling Contact, Sophia@twomentor.com

Want to Keep Your Millennials — Mentor Them

Written with Bridget McKeogh

There seems to be a profound disconnect in the workforce between Millennials (1984 – 2012), Generation Xers (1965 – 1983), Baby Boomers (1946 – 1964) and Greatest Generation/Traditionalists (1930 – 1946). The complaints are rampant.

But there is also something pretty clear across the board that we can all own. Every Gallup study shows that the overall workforce is disengaged to some extent. Yes, that means you or someone who works in close proximity to you is likely counting the minutes to five pm. Last week Gallup reported that the U.S employee engagement average for November was 32.1%.  That’s one out of every three people! And the number ticks up higher the older you are. In 2014 Gallup reported Traditionalists have 42.2% engagement, 32.7% for Baby boomers, 32.2% for Generation X, and just 28.9% of Millennials report that they are engaged at work.

By 2020, Millennials will become the largest generation in the workforce.

Millennials tend to frustrate corporate America with a sense of ‘entitlement.’  It is widely viewed that they are ‘coddled’ by their Baby Boomer parents, told they could be anything, not willing to pay their dues.  One friend, an entrepreneur Julie Beck, shared how she had been so ‘Millennialed’ this year, she even coined the phrase. Two Millennials transitioned in unprofessional manners, one by a text message! Don’t they care about having a positive reference? Millennials tend to stay in jobs for under two years and don’t seem as motivated by the career track, raises and other incentives that are the mainstay of corporate America.

Over the past few years, I have seen and worked with a great number of Millennials and observed the lack of mentoring the ‘older’ generations are offering them. Why are we not investing? Are we threatened by their confidence, desire to lead? Given our own low engagement scores in the workplace, have we become too cranky?

But let’s go deeper into the issues, the problems, and mentoring as part of the solution to train and retain our newer and high-potential talent:

According to a key study by Intelligence Group (a division of the Creative Artist Agency), we get some keen insight:

72% of Millennials would like to be their own boss, but if they have to work for a boss, 79% would want that boss to serve more as a coach or a mentor.  The study also shows that 88% of Millennials prefer a collaborative culture over a competitive culture and they are looking to make a difference in their professional lives. I think of Millennials often as the ‘purpose generation’.

As the workforce shifts, our society is challenged in finding enough STEM talent. STEM talent refers to skills needed for almost every job (Science, Technology, Engineering, Math). For example, there are millions of unfilled jobs that require STEM skills and STEM jobs tend to pay better (@40% so it’s a much clearer pathway to the middle class and arguably, the American Dream).

Goldman Sachs is among the first to publically put some big cards on the table publicly. On the front page of the Wall Street Journal earlier this month, they asked their Millennials to stay and promised that things will improve by offering clearer paths to promotions, experiences in different banking environments and mandating “No Work Saturdays”.

Another solution: creating Mentoring Cultures. This is what we focus on around the clock at Twomentor, LLC. Aligning mentoring to the whole fabric of the company, and part of people’s performance reviews. PGi released a study that dove into the millennial mindset. Of those millennials surveryed, 71% stated that they wanted meaningful connections at work and hope to find a “second family” in their coworkers. Additionally, 75% not only want mentors, but deem it crucial for success. In the same survey, 70% of non-millennials say they are open to reverse mentoring. They acknowledge that 20-somethings have first-hand knowledge of social media and other technical practices and older employees want to learn! A majority of Millennials sited “not a good cultural fit” as a reason they left their job in the first three years. To retain the new majority in the workforce, companies need to align culture more to Millennial needs, and perhaps all of our needs to have more meaningful support and connection at work.

AN ECONOMIC BURDEN

Each time you lose someone good, you lose time and money. Forbes reported that the average cost to replace a millennial is 15k-25k. Goldman Sachs isn’t trying to retain Millennials solely out of the goodness of their hearts, retention is a significant economic issue. It’s good for business. Companies pour significant money into recruitment but programing around development and retention is given less attention and some of the behavior patterns of Millennials reflects that.

So bottom line, It’s time to get the human back in human capital.

Companies are made up of human beings not human doings, and an engaged workforce = ROI for the company and the people who make up the company.

The business case for mentoring is so strong that in a Wharton study, people who mentor got promoted 6x more than people who didn’t and mentees were promoted 5x more. …And retention was 20% higher in both groups five years later- YEAH, that’s what we are talking about! Most companies have informal mentoring programs or aspirations, if you want to capture ROI, look at metrics that can be captured- after all, you get what you measure.

The way we see it, there is no downside to mentoring. Mentors and mentees are more engaged and better positioned for advancement. Engagement equals retention and retention saves time and money. Put in a little time and effort now, to save big headaches later. What is there to lose?

Four Key Benefits of Workplace Mentoring Initiatives

Co-written with A. Crosser

Q: What increases employees’ education and learning; saves company high turnover costs; develops leadership and management skills; and saves people time and money to focus on the big priorities?

A: Workplace Mentoring

When examining companies and how they became remarkably successful, one trait which stands above many others: successful companies have excellent leaders, and with excellent leaders come excellent employees. Leadership and guidance is very important to success in nearly every field, and workplace mentoring is one way to provide personalized leadership for both new and tenured employees. Skills-based Mentoring is part of on boarding to teach new executives the company ropes and to help them excel and grow as they continue their position.

Mentoring programs are becoming increasingly popular in workplaces, as they help in reducing turnover, promoting growth, and overall help employees adjust to new positions as well as become prepared to move up in the company. We shared earlier that over 79% of Millennials see mentoring as crucial to their career success. According to Chronus Corporation, over 71 percent of Fortune 500 companies offer mentoring programs, showing that mentoring programs are becoming a standard in many workplaces. This begs the question, why are so many successful businesses incorporating mentoring programs, and what benefits do mentoring programs offer?

  1. Education and Learning

There is no debate that educated, well-trained employees produce better results in the workplace than employees who lack knowledge and training. Nearly 80 percent of all learning is considered to be informal, meaning that it is not done by reading or taking classes, but rather by learning on the job and from others. By introducing mentoring programs, businesses can ensure that their employees are able to complete their work with knowledge of the field and their position. Mentors will elevate and escalate “knowledge transfer,” which is useful in shortening a learning curve in the workplace, meaning that companies can have highly-productive employees in a much shorter period of time then they would have had mentors not been implemented.

  1. Reducing Turnover Rates

One of the main benefits of mentoring programs is that mentors can play a major role in reducing the turnover of employees, meaning that the company will not have to invest in training new employees as often as they would with a higher turnover. Diversity & Inclusion leader Dresdene Flynn-White shared with us that the loss of one good employee costs on average a years salary. By providing personalized advice to a mentee, a mentor can help to ensure that employees will work through any frustrations or concerns they may have, help them build the skills they need for success, encouraging them to stay with the company and grow there for a longer period of time. By keeping employee turnover rates low, companies will continually have experienced personnel, rather than the burden of constantly training new employees to replace those who left.

 

  1. Development of Leadership and Management Skills

Having employees who are ready to step into management positions in the business with minimal training is highly valuable, as it reduces the need for external hiring, ultimately saving the company time and money. By implementing a mentoring initiative, mentors can assist in teaching leadership skills to employees showing potential for future leadership positions. In addition, mentors reduce turnover rates, meaning that providing mentors for high potential employees will improve the chances of them staying with the company long enough to progress into a leadership position, reducing the need for outside hires.

  1. Time Savings and Focus

Implementing mentorship strategies is an excellent way to save time in the workplace. By implementing mentors, employees with questions or concerns can often work with the mentor on a resolution or answer, reducing the time needed to get tasks finished, which overall improves productivity. Mentors also reduce the formal training necessary for new employees; by providing new employees with a ‘project-based’ mentor, they can learn on the job, rather than in a training room. Managers and bosses will can therefore spend more time working on tasks more imperative to the success of the company, making mentoring a win-win for the employees and the company leaders alike.

So bottom line, mentoring can be a WIN/WIN/WIN (for the company, the mentor, and the mentee) but it has to be imbedded formally into the culture of the company. A need to have, not a nice to have. Additionally, recognizing & valuing employees who take time to mentor and those who lead the initiatives needs to be on every HR and team leader’s priority list.

References:

http://chronus.com/resources/daimler-trucks-reinvents-corporate-mentoring-program

http://management.fortune.cnn.com/2012/04/19/peer-mentoring

http://knowledge.wharton.upenn.edu/article.cfm?articleid=1736

http://smallbusiness.chron.com/benefit-company-gain-mentoring-programs-20665.html#

https://www.virgin.com/richard-branson/the-importance-of-having-a-mentor-in-business

Julie Kantor is the CEO of Twomentor, LLC a management consulting firm that provides mentor training, strategy and global speaking to elevate women and millennials in STEM.

Mentoring Culture is Good for Business

“I am leaving my company,” Bridgette, a very senior executive told us.

“We just don’t have a mentoring culture.”

In this world of GO, GO, GO productivity and massive technology dependence (or can I boldly go ahead and say, addiction), it becomes harder for people to take out time for each other. The ROI, the business case for mentoring is also not always clear to industry (ie. is it good? vs. is it good for business?)

“I just started here, and no one can explain to me how to use our Microsoft Lync platform.”

“I don’t know what I am being measured on and the other interns don’t either. I came here for experience.”

“I haven’t spoke to my hiring manager yet and its been 10 days.”

“Our girls need role models of women in IT.”

Concerns such as lack of time, lack of formal programming at the company, belief that one doesn’t have the skills to be a professional mentor are often cited for not engaging or saying “no” to this important role.

But the process of mentoring can be a great asset to the company. Both good for the people involved and good for the company.

In one Gartner/Wharton study, employees who mentored were promoted six times more often than their peers who did not mentor; mentees were promoted five times more; 25 percent of employees who mentor received a salary grade change in comparison to 5 percent of employees who didn’t. Lastly, employees who participated in a mentoring program had a retention rate 20 percent higher than those who did not mentor, and over 68 percent of mentors and mentees stayed at the company after five years.

Experiential learning is where it’s at. It’s one thing to hear about the world of work, it’s another thing to be swimming without a life vest in what feels like shark infested waters. A mentor can help their mentee enjoy the swim, dodge the jellyfish, jump up on a Jet Ski, and experience how not to just survive but thrive in a new career. Do you remember your first swim? Did someone champion you and help you navigate?

With the “I don’t have time to mentor,” concern. I can relate. This is why I am a big fan of internships and job-shadowing. I mentor about a dozen young men and women and feel our interns in the office get my best and more time. Short coffee breaks here and there work. Sure, we can sit in the conference room for 30 minutes after the staff meeting and go over your action plan for the week, vision and troubleshoot an area you are challenged.

Brandon Busteed at Gallup said “Mentor Duty is the new Jury Duty,” and also taught us that there is a big big (actually huge) divide between how prepared college Presidents believe their students are for work and how corporate leaders feel.

I do believe it’s our civic duty to teach, mentor and hopefully sponsor when interns come to learn. Online mentoring coupled with face-to-face works too. Thanks to our visionary CEO we hire many of these interns as part of an on-boarding strategy and we are able to test drive talent to see if a good fit for our company and culture.

And by the way, they reverse mentor me on collaboration, technology, use of social networks and so much more.

YOLO. JUST DO IT. Start now with just 30 minutes a week. I don’t know how else to put it, we all want to work for a company that has a mentoring/coaching culture. Those companies will retain their workforces significantly more.

In a non-mentoring environment people tend to swim in fear, visualize the fins around, likely want to leave, or worse join the silent majority who are not engaged in their work and drift through their days. That is not good for business.

Julie Kantor is the CEO of Twomentor, LLC. Follow her @JulieKantorSTEM She writes ongoing blogs on STEM, Entrepreneurship, Education and Technology for Huffington Post HERE

A Resource to help you get started . Here is an action guide geared toward mentoring in areas of Science, Technology Engineering and Math.

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