- Paperback: 336 pages
- Publisher: Jossey-Bass; unknown edition (April 8, 2005)
- Language: English
- ISBN-10: 0787964018
- ISBN-13: 978-0787964016
- Product Dimensions: 8.5 x 0.7 x 11 inches
- Shipping Weight: 2.1 pounds (View shipping rates and policies)
- Average Customer Review: 12 customer reviews
- Amazon Best Sellers Rank: #668,240 in Books (See Top 100 in Books)
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Creating a Mentoring Culture: The Organization's Guide unknown Edition
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Q&A with the Author
Q: What is a mentoring culture and why is it so important?
A: Organizations that continuously create value for mentoring achieve amazing results. They report increased retention rates, improved morale, increased organizational commitment and job satisfaction, accelerated leadership development, better succession planning, reduced stress, stronger and more cohesive teams, and heightened individual and organizational learning.
Effective organizational mentoring can and does exist without the presence of an established mentoring culture but it requires considerable more time and effort to maintain and ensure programmatic growth and sustainability. A mentoring culture raises the bar of mentoring practice for everyone. Individual mentoring programs and relationships achieve greater long-term impact because the mentoring culture sustains a continuum of expectation, which, in turn, generates a standard and consistency of good mentoring practice.
There are eight hallmarks that contribute to creating a vibrant and full mentoring culture. Each hallmark is differentiated from the others, yet they are interdependent. The eight hallmarks — accountability, alignment, communication, value and visibility, demand, multiple mentoring opportunities, education and training, and safety nets — manifest themselves differently in each organization depending on the organization’s current mentoring practices. In a mentoring culture all hallmarks are present, at least to some degree. The more consistently that the practices of each hallmark are present, the fuller and more robust the mentoring culture and the more sustainable it is likely to be.
Q: What did you hope to accomplish by writing this book?
A: I wrote this book for organizational leaders charged with strategic mentoring launch and implementation, change agents, mentoring leadership, mentoring program developers and administrators, program managers, staff developers, corporate HR learning and development departments, and mentoring task forces. My goal was to help my readers take mentoring in their organizations to the next level – whether they were thinking about starting a new initiative, implementing an existing one, jump starting a stalled one, institutionalizing process improvements or keeping mentoring fresh and creative. I felt it was important to stimulate purposeful reflection and action and to raise the level of discourse and dialogue about mentoring in order to enhance organizational mentoring practices.
Q: How does this book fit into the mentoring family of resources that you have written?
A: My books, together with our Mentoring Excellence Toolkits, provide a comprehensive set of resources for promoting mentoring excellence within organizations. Creating a Mentoring Culture (2005) is a practical guide for thinking about mentoring from a broad and deep strategic perspective, for creating a culture in which mentoring is a well-honed and practiced competency. It is a guide to creating a culture in which mentoring lives as natural and normative-- and in which mentoring excellence is the standard of practice. The Mentee's Guide: Making Mentoring Work for You (2009), that I wrote with Lory Fischler, takes readers through all four phases of being a mentee and provides answers to many of the most frequently asked questions about how to make the most of a mentoring relationship, while providing strategies for success. The Mentor's Guide, 2nd Edition (2012) provides the framework needed to help other successfully navigate their journey – no matter what career, profession or educational setting the mentee is situated in.
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This is a simple to peruse and utilize control. The CD is an extraordinary blessing offering the structures for the activities.
My partner, Cherie Hutton, and I were recently engaged by a large corporation to help them design and implement a leadership development mentoring program. The mentoring program's sponsor wanted a sustainable program that would enhance and support existing succession planning and leadership development initiatives. As the consultants on the project, we were thrilled to find Zachary's "Creating a Mentoring Culture" because it aligned with our organizational approach and our own mentoring philosophy. We made this book a requirement for the design team and it quickly became an essential tool during the design phase. After reading the book, the design team realized the importance of the work that needed to be done prior to implementation.
Zachary's focus on alignment with the culture of the organization, attention to understanding the specific goals of the program, emphasis on structure and process, and respect for metrics and monitoring supported our efforts fully. Pragmatic and easy-to- use exercises and templates are contained not only in the book, but also in an accompanying CD. Use of this book and the CD allowed us to standardize our design approach.
Easy to read and deceptively simple, Zachary has created a practical guide that combines the best of organizational change theories and mentoring know-how to create a logical and unpretentious guide to creating a best-in-class mentoring program. We have incorporated this book into all of our mentoring implementation engagements.
Following Zachary's sound advice will prevent missteps and ensure you are on the right path to successful implementation.
Zachary carefully organizes her material within two Parts. First, she explains what effective mentoring involves, how to embed it in a culture, how to integrate mentoring within that culture, and then how to implement mentoring initiatives. In Part 2, after identifying the hallmarks of effective mentoring, she focuses on key components: infrastructure, alignment, accountability, communication, value and visibility, demand, multiple mentoring opportunities, education and training, and "safety nets. " What we have in this single volume is a cohesive, comprehensive, and cost-effective system rather than a kaleidoscope of data, anecdotes, personal experiences, bromides, simplistic observations, and all manner of disjointed recommendations. That said, it would be a fool's errand to try to implement all of Zachary's system as is. As she would be the first to point out, all organizational cultures are different and many of them consist of several sub-cultures. Therefore, it remains for each reader to read and then re-read this book, complete the "Mentoring Culture Audit" (Appendix A), and (if possible) check out at least some of the resources recommended (Appendix B).
Regrettably, formal education often fails to help students to "learn how to learn." As a result, many people either do not realize what they don't know or, worse yet, think they fully understand what in fact they do not. My own experience suggests that, in general, people do not fear change; rather, they fear the unknown. That same experience also supports Derek Bok's observation that "If you think education is experience, try ignorance." Effective mentoring, therefore, requires humility and patience as well as knowledge and competence. The best mentors sincerely care about serving the best interests of those with whom they are privileged to be associated. They are passionate life-long learners themselves. Their enthusiasm is often contagious.
Obviously, I think very highly of this book. Zachary combines all of the skills of a cultural anthropologist with those of a clear thinker and eloquent writer. I also appreciate the CD-ROM which the publisher provides with it. Those who read the book can then review its key points while completing interactive exercises. The multiple templates can then assist the necessary modifications of the core concepts when applying them.
Those who share my high regard for this book are urged to check out Zachary's The Mentor's Guide as well as Senge's The Fifth Discipline and then The Dance of Change, Carla O'Dell's If Only We Knew What We know, David Maister's Practice What You Preach, and Gary Harpst's Six Disciplines For Excellence.