AIA Symposium
Adaptive Strategies
for Powerful Professional Development
March 2007
AIA Symposium
Mentoring
Slide 3
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To create a unified, stimulating
and rewarding environment that makes outstanding people fight to join
and love to stay.
Effective Mentoring
Learning Objectives
n Introduction
n Review of Our Mentoring Program
n Discuss Effective Leadership Styles
n Explore Generational Leadership Styles
n Review Leadership Behaviors of Effective Mentors
n Questions/Answers
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Introduction
Mentoring is one of the fastest-growing formats for knowledge sharing inside design firms today.
Long established as a process for helping new graduates prepare for licensure, mentor-protégé relationships are increasingly recognized as vigorous knowledge-sharing networks that benefit everyone.
Source: Architect’s Essentials of Professional Development
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What is Mentoring?
A one-on-one sharing of professional experiences between two people who choose to interact in a
trusting relationship.
An enthusiastic commitment of professional advisement that goes above and beyond simple coaching.
One of the most powerful influences in a person’s life.
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History
Cannon Design’s Mentoring Program
began in 2000.
60% participation level
Voluntary, flexible and informal
Inclusive of all disciplines
Interdepartmental / Interoffice
Protégé driven
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Why Mentoring at Cannon Design?
It is one more way of helping us live our Vision
and core values.
We want to be a leader in our field and to
endure over time by creating future leaders.
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Why Mentoring at Cannon Design?
Our people are our greatest assets, and we need to continue to
identify methods for developing our people.
It is the expectation of our employees.
It is the responsibility of our leaders.
Effective Mentoring
Our Mentoring Program
Protégé Benefits
Builds knowledge and enhances skills
Helps facilitate professional credentialing
Promotes opportunities for career advancement
Mentor Benefits
Creates personal fulfillment
Generates organizational recognition
Offers new learning opportunities
Effective Mentoring
Our Mentoring Program
Firm Benefits
Increases focus on Vision and living the Core Values
Helps develop future leaders
Facilitates employee retention
Helps attract top flight candidates
Effective Mentoring
Our Mentoring Program
Firm Benefits
Helps to heighten performance levels, productivity, quality
of work, and client satisfaction
Promotes commitment, and loyal, employees
Promotes an environment “where outstanding people fight to join and love to stay”
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Protégé Role
The protégé is an individual who is self motivated, enthusiastic and aspires to achieve career growth and development.
Sets the agenda and drives the process.
Establishes goals.
Requests a mentor.
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Protégé Role (cont.)
Seeks out learning opportunities.
Manages logistics.
Participates in documenting outcomes with mentor.
Assesses the overall value of the mentoring relationship.
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Mentor Role
The mentor is an individual with more knowledge and experience who is committed to supporting the growth of other employees, and serves as a role model.
Provides guidance, encouragement and support.
Creates an environment for the protégé to
safely explore skills, concerns, accomplishments
and challenges.
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Mentor Role (cont.)
Identifies development opportunities and promotes protégé
visibility.
Takes on the role of listening, posing questions and
exploring ideas.
Participates in documenting outcomes
with protégé.
Ultimately, encourages protégé growth
and independence.
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Mentoring Liaison Role
Responsible for planning and implementing mentoring initiatives.
Awareness, communication and appreciation.
Education and special events.
Ongoing measurement, evaluation, reporting
and improvement.
Mentor – protégé matching.
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What is the Formula For Mentoring Success?
Building and maintaining open and trusting communication.
Demonstrating interest and motivation in the relationship.
Possessing the requisite skills to facilitate the development of another.
Commitment of time.
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Effective Mentoring Techniques
Facilitate a non-judgmental, positive and open atmosphere.
Make learning purposeful and relevant.
Be willing to reveal your own challenges to your protégé.
Ask thought-provoking questions.
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Effective Mentoring Techniques
Listen
Support without rescuing
Be a courageous role model
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Effective Mentoring Techniques
Keep in touch
Build networks
Display enthusiasm for learning
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How Do I Get Started?
Contact mentoring liaison
Complete mentoring request form
Establish protégé plan
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How Do I Get Started?
Schedule 1st meeting to discuss goals
Develop a road map for success
Track progress
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Inherent in professionalism is a responsibility of mature practitioners to prepare the next generation to serve in their stead.
Source: Architect’s Essentials of Professional Development
and Generational Leadership Styles
Effective Mentoring
and Generational Leadership Styles
Slide 27
Effective Mentoring
and Generational Leadership Styles
Create a Culture for Success
Skills
People
Strategic
Skills
Technical
Skills
Highly Technical
Great Leader
Slide 28
Effective Mentoring
and Generational Leadership Styles
What level is your leadership?
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Effective Mentoring
and Generational Leadership Styles
Create a Culture for Success
Level 1 Leader
ØHighly capable (technical knowledge) individual
ØPosition/authority/boss
ØI have arrived
People
Skills
Strategic
Skills
ØPeople follow you because
they have to! (short term)
Technical
Skills
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Effective Mentoring
and Generational Leadership Styles
Create a Culture for Success
Level 2 Leader
ØHighly capable
(technical knowledge) individual
ØCares about people
ØLeads from the heart, not the head
ØNo objectives, people get together
to get together
People
Skills
Strategic
Skills
ØPeople follow you because
they like to! (short term)
Technical
Skills
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Effective Mentoring
and Generational Leadership Styles
Create a Culture for Success
Level 3 Leader
ØCompetent manager
ØCares about people
ØPeople get together to accomplish
a common purpose
ØResults oriented
ØFollowers admire the leader
People
Skills
Strategic
Skills
ØPeople follow you because
the team is accomplishing meaningful objectives
Technical
Skills
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Effective Mentoring
and Generational Leadership Styles
Create a Culture for Success
Level 4 Leader
ØEffective leader
ØMentors people,
cares about development
ØCatalyzes commitment and
vigorous pursuit of clear and
compelling vision
ØFollowers are loyal to the leader
ØHis/her people consistently demonstrate
superior performance
People
Skills
Strategic
Skills
ØPeople follow you because of what you have done for them
Technical
Skills
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Effective Mentoring
and Generational Leadership Styles
Create a Culture for Success
Level 5 Leader
ØGreat leader
ØBuilds enduring greatness
through a paradoxical combination
of personal humility plus extreme
commitment, dedication,
and hard work
People
Skills
ØPeople follow you not because
of your position, but because
of who you are and what you represent!
Technical
Skills
Strategic
Skills
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Effective Mentoring
and Generational Leadership Styles
Characteristics of Great Leaders
People first
Relentless pursuit of vision (mission)
Determined, iron will
Inspired standards
Unpretentious
Humility, modesty
Assigns credit to others
Accept responsibility for failures
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Effective Mentoring
and Generational Leadership Styles
Understanding and Appreciating
Generational Leadership Styles
Slide 36
Effective Mentoring
and Generational Leadership Styles
Generations at Work
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Effective Mentoring
and Generational Leadership Styles
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Effective Mentoring
and Generational Leadership Styles
Cannon Design and the Generation Mix
#
Percentage
Silent Generation
39
5%
Boomers
310
43%
X-Generation
250
35%
Y-Generation
116
17%
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Effective Mentoring
and Generational Leadership Styles
U.S. Workforce by Generation
Number
(in millions)
Percentage
Schwarzkopf Generation (born before 1946)
11.5
7.5%
Baby Boomers (1946-64)
61.5
42%
Generation X (1965-77)
43.5
29.5%
Generation Y (1978-94)
31.5
21%
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Effective Mentoring
and Generational Leadership Styles
Issues
Silent
Age 61 +
Boomers
Age 43-60
Gen-X
Age 27-42
Gen-Y
Age 13-26
Outlook
Practical
Optimistic
Skeptical
Optimistic/High Self-Esteem
Work Ethic
Dedicated
Driven
Balanced
Tenacious/Achievement Oriented/Rewards Focused
Leadership
Hierarchy
Consensus
Competence
Collaborative
Relationships
Self-sacrifice
Personal Gratification
Reluctance to Commit
Social, Diverse, Street Smart
Stereotype
Adaptive
Idealists
Reactive
Civic-minded
Technology
Non-existent
Ignorant of it
Comfortable
with it
Masters of it
Change
Question it
Resist it
Accept it
Want it
Authority
Respectful
Automatic
Polite
Whatever!
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Effective Mentoring
and Generational Leadership Styles
Four Generations Could Be Its Own Solution
n Educate Baby Boomer leaders on how to deal effectively with employees of all ages
n Effective leadership of different generations is critical to retention and productivity
n Turn managers into coaches
n Allow Gen X and Gen Y to learn and teach
n Encourage a mentoring culture
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Effective Mentoring
and Generational Leadership Styles
Questions and Answers
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Effective Mentoring
and Generational Leadership Styles
Contact Information
Kathleen S. Cartus, Principal
Director of Organizational Development
Cannon Design
716.774.3256
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Effective Mentoring
and Generational Leadership Styles
Sources
Built to Last
J. Collins and G. Porras
Generations: Dealing With Boomers, Gen-X, and Beyond
AIA Practice Management Digest, Article February 2004
The World is Flat: A Brief History of the Twenty-First Century
Thomas L. Friedman
Architect’s Essentials of Professional Development
Jean Valence
Leading From Below
James Kelly and Scott Nadler, Wall Street Journal 3/4/07
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Effective Mentoring
and Generational Leadership Styles
Thank you!
This program is registered with the AIA/CES for continuing professional education. As such, it does not include content that may be deemed or construed to be an approval or endorsement by the AIA of any material of construction or any method or manner of handling, using, distributing, or dealing in any material or product. Questions related to specific materials, methods, and services will be addressed at the conclusion of this presentation.