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IMAGE NTC 2016. ICE. WHY MENTORING MATTERS. Kenneth M. Bailey Chief Diversity Officer U.S. Immigration and Customs Enforcement Office of Diversity and Civil Rights 202-732-0077 kenneth.bailey@dhs.gov. Discussion Points. Purpose History of Mentoring Definition of Mentoring

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  1. IMAGE NTC 2016 ICE

  2. WHY MENTORING MATTERS Kenneth M. Bailey Chief Diversity Officer U.S. Immigration and Customs Enforcement Office of Diversity and Civil Rights 202-732-0077 kenneth.bailey@dhs.gov

  3. Discussion Points • Purpose • History of Mentoring • Definition of Mentoring • Types of Mentoring • Organizational Strategic Purpose • Mentoring Program Participants • The Formal Mentoring Process • Successful Mentoring Resources • Important Factors In Mentoring • Benefits: Mentor, Mentee, Organization • Mentoring Diversity Challenges • Diversity Benefits

  4. PURPOSE To give attendees a understanding of the mentorship process and the strategic value and benefits to mentoring.

  5. INTRODUCTIONS Interview each other and obtain information reference: • Job: agency and position • Personal background • 1 little known fact (professional or personal) Switch introduction of each other to the group

  6. HISTORY OF MENTORING • The book “The Odyssey” • Characteristics of Odysseus’ friend • Son’s Guardian – Mentor

  7. DEFINITION OF MENTORSHIP Mentorship refers to a developmental relationship in which a more experienced or more knowledgeable person helps a less experienced or less knowledgeable person who is referred to as a protégé/meetee to develop in a specified capacity.

  8. TYPES OF MENTORING Formal and Informal • Management to Staff • Reverse • Situational • Group • Peer • Virtual or iMentoring

  9. MENTORING EXERCISE Complete the following statement and share it with your partner and the group: Mentors: I had a mentor(s) who Mentees: I would like a mentor who

  10. ORGANIZATIONAL STRATEGIC PURPOSE • Improve organization communication • Improve employee productivity & potential • Enhance understanding & appreciation of skills • Improve employee morale • Complement goals of training & development • Transfer knowledge

  11. THE FORMAL MENTORING PROCESS • Sign up to Participate • Participants • Attend Mentoring Orientation • Negotiate an Agreement • Develop Individual Development Plan • Roles of Participants • Mentoring Relationship Concludes • Program Evaluation

  12. SUCCESSFUL MENTORSHIP RESOURCES Self Assessment Tools • Myer Briggs Type Indicator (MBTI) • DiSC Classic Personal Profile System • 360 Assessment Feedback Tool

  13. IMPORTANT FACTORS IN MENTORING • Perpetuation of vision • Pygmalion effect/Self Fulfilling Prophecy (SFP)

  14. MENTEE BENEFITS • More Knowledgeable • Increases Organizational Awareness • Increases Visibility • Enhanced Advancement Potential • Increase Productivity and Career Satisfaction

  15. MENTOR BENEFITS • Establish Close Relationships • Revitalized Interest in Work • Enhanced Self-esteem Through Recognition • Feeling of Making a Difference

  16. BENEFITSORGANIZATION • Enhanced Communication • Aid Recruitment and Retention • Cost Effective • Motivation for Senior Workers • Knowledge Transfer • Improved Succession Planning

  17. MENTORING DIVERSITY CHALLENGES Cross - Demographic Mentoring Cultural Biases Trust Behavioral Integrity 17

  18. DIVERSITY BENIFITS Diversity Goals Aided • Increases Cultural Awareness • Increases Generational Awareness • Eases Organization’s Polarization • Increase Chances For Minority Representation in Organization's Leadership

  19. MENTORING SUMMARY Those with access to mentoring indicate they have consistently benefited from their mentoring relationship; reporting higher salaries, accelerated promotions, greater career satisfaction, and higher organizational commitment.

  20. Questions

  21. Closing Slide ICE

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