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Mentoring, Coaching, and Sponsoring Workshop

Mentoring, Coaching, and Sponsoring Workshop

As a manager, it’s important to balance your style between advice-giving mode (mentorship), active listening and curiosity mode (coaching), and empowering mode (sponsorship). In this workshop, we will define and practice each of these styles, and talk about how to know when to employ one over the other - especially when you’re managing people who work really differently than you do.

Lara Hogan

May 31, 2018
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Transcript

  1. Mentoring, Coaching,
    and Sponsoring Workshop
    by Lara Hogan

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  2. Management is a blend of
    mentoring, coaching,
    and sponsoring

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  3. Mentoring

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  5. Mentorship:
    Giving advice, based on
    your experience

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  6. Advice is just one thing a mentor
    gives. There are residual benefits
    from visible proximity and
    tangential relationships to be
    gained.”

    — Kristy Tillman
    Director of Product Design

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  7. Being a responsible
    mentor

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  9. Honesty
    Flexibility
    Reciprocity
    Qualities of a successful mentor
    relationship:
    Hilary Sanfey, M.B.B.Ch., M.H.P.E., Celeste Hollands, M.D., Nancy L. Gantt, M.D.
    Active listening
    Mutual respect
    Personal connection
    Shared values

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  10. Coaching

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  11. The spirit of coaching is
    helping a person dump out
    their box of legos to help them
    find the two pieces they’ve
    been looking for together”

    —Paloma Medina, coach and trainer

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  12. open
    questions
    reflection
    +

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  13. The power of
    open questions

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  14. The best open questions
    start with “what”
    ● What’s important about this?
    ● What’s hard about this?
    ● What does success look like?

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  15. Reflections

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  16. ● Can I reflect back what I’m
    hearing you say?
    ● Here’s what I know to be
    true about you.
    ● Let’s reflect on where you
    were this time last year.

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  17. You don’t need prior
    experience, or even any idea
    about someone’s universe
    to coach them.

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  18. Getting curious and
    actively listening

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  19. Level 1:
    Internal Listening

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  20. Level 2:
    Focused on the
    other person

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  21. Level 3:
    Whole environment

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  22. The #1 “recent trick” I hear
    during icebreakers is the
    power of silence during 1:1s

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  23. Sponsoring

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  25. Illustration by Catt Small

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  26. Mentors give perspective,
    sponsors give opportunity.”
    — Cate Huston, Engineering Director

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  28. The dashboards are slow today. Is there
    someone who knows how to fix that?
    Oh, Max fixed our dashboards before.
    Maybe ask them?
    Sara’s also been doing a lot of perf work
    recently. Ask her too?

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  29. A sponsor confers a statistical
    career benefit from 22%–30%
    (e.g. getting a stretch assignment,
    negotiating a pay raise)
    Center for Talent Innovation

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  30. Being a sponsor

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  31. Marginalized people are
    over-mentored, and
    under-sponsored

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  32. With a sponsor, women are
    ● 70% more likely to have their ideas endorsed
    ● 119% more likely to see them developed
    ● 200% more likely to see them implemented
    Center for Talent Innovation

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  33. It’s risky for URMs
    to help others like them
    Study by David R. Hekman, Stefanie K. Johnson, Maw-Der Foo, and Wei Yang

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  34. Examples of sponsorship as
    a manager or leader:
    ● Give promotions and raises
    ● Give visible/public recognition
    ● Assign tasks and projects
    ● Open the door for them to do blog posts,
    company talks, open source work

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  35. Adapting to support
    different people

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  36. Wearing those three hats

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  37. What’s the purpose
    of a 1:1 with your
    direct reports?

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  38. Manager Direct Report
    Disseminate
    information
    Hear rumors, news,
    strategy
    Context
    Develop a
    relationship
    Does my manager
    care about me?
    Trust
    Identify goals/
    career trajectory
    I want to keep
    growing my skills
    Growth
    Unblock them
    Get status updates
    I might need help
    getting unblocked
    Problem
    Solving

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  39. Context
    Trust
    Growth
    Problem Solving
    Wrap-up
    First 5-10%
    Last 5-10%
    Middle 80-90%
    How to
    spend
    each 1:1

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  40. Context
    Wrap-up
    Middle:
    (Trust, Growth,
    Problem Solving)
    Sponsoring
    Mentoring
    Coaching
    Open:
    Close:

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  41. Context
    Wrap-up
    Sponsoring
    Mentoring
    Coaching
    Middle:
    (Trust, Growth,
    Problem Solving)
    Open:
    Close:

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  42. Manager crew
    (Manager Voltron!)

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  43. Be on the lookout for people who:
    ● will push you out of your comfort zone
    ● have different levels of experience than you (both
    more experience, and less experience)
    ● have experience in a different industry
    ● are good at the things that you’re terrible at

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  44. 1. Do great work
    2. Find someone who knows your work
    3. Know how you want to grow
    4. Keep them updated

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  45. 1. Do great work
    2. Find someone who knows your work
    3. Know how you want to grow
    4. Keep them updated

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  46. 1. Do great work
    2. Find someone who knows your work
    3. Know how you want to grow
    4. Keep them updated

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  47. 1. Do great work
    2. Find someone who knows your work
    3. Know how you want to grow
    4. Keep them updated

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  48. 5. Give back!

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  49. Lean on your Manager Voltron
    for goal-setting, goal-measuring,
    and feedback.

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  50. Debrief and Open Q&A:
    Mentoring, coaching,
    and sponsoring

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