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10042016 ssp seminar1_session3_cochran
- 1. MENTORING AT ASCE Angela Cochran Director, Journals American Society of Civil Engineers @acochran12733
- 2. ABOUT ASCE • Largest Civil Engineering Organization in the Country • Sections and Branches All Over the World • ~150,000 members • ~240 employees in Reston and Washington, DC • eCareerMentor program available for members
- 3. MENTORING AT ASCE • Pilot program started in 2014 with 20 employees • Developed by employee committee • Guidelines provided with suggested “partner” activities • Monthly meetings • Mentees paired based on interest provided • Organized kick-off • Specific time period (9 months) • Feedback solicited via interviews with Mentors and Mentees
- 4. MENTORING AT ASCE • Full program launched in 2015 • Over 60 people participated • Guidelines and requirements largely the same • Separate “training” for mentors and mentees at the beginning • Mentee: be respectful of mentor time, be prepared, don’t just talk—ask questions • Mentor: try not to cancel/reschedule, be prepared, give full attention during meetings • Both: be clear about what should stay confidential • HR reimbursed for 3 lunch meetings over the year
- 5. MENTORING AT ASCE • Lessons Learned • Not everyone who volunteers or is requested is a good mentor • Some mentees complained that mentors were distracted by email/phone • Some mentors complained that mentees weren’t really thinking through what they wanted to get out of it • Changes for 2016 • More discussions with mentors and mentees about expectations • Occasional check-ins with individuals during program
- 6. CULTURE CHANGE AT ASCE • “New” Executive Director in 2015 • Employees surveys pointed to need for “culture” shift • Emphasis on three core staff values communicated • Trust • Teamwork • Excellence • Mentor program facilitates improvement on core values
- 7. “TRUST” AT ASCE • Too much “That’s not my job” attitudes • Reluctance to share ideas across departments • No trust that other departments would work toward your goals • Mentor Program Benefit • Mentors and mentees often come from different departments. • Opportunity to share challenges and find common solutions • Simply “getting to know” people on personal level makes you want to help them succeed
- 8. “TEAMWORK” AT ASCE • Previous leadership style was to have departments/division compete instead of collaborate • Senior leadership has very long tenure (grudges last a while) • Mentor Program Benefits • Learn what other department do and where there are synergies • Opportunity to share challenges and find common solutions
- 9. MY MENTOR • Paired with new Executive Director in his first year • Both dealing with complicated schedules and struggles with handling lots of work/activities, etc. • He shared his perspectives on governance and broader society issues • I shared my perspectives on the scholarly publishing landscape
- 10. MY MENTEE • It’s Raj • I used to do her job; but, I don’t have it now and a lot has changed • Because of her, I have learned to “share the wealth” more • Speaking opportunities • Involvement in publishing societies • Making others outside my team aware of training opportunities
Hinweis der Redaktion
- Silos in an organization like many societies are inevitable. Publishing is very different than Conferences. But the goal is to have a connection for the silos to communicate and find common areas for collaboration.