HRO Today April 2017 - 51

Workforce Management
* an approach that requires very little time investment on
the part of the mentor, but requires some rigor on the
part of the mentee.
Establishing a Development Path
The building blocks of a development path should been
drawn from the experience of the companies' top leaders.
The plan needs to be based on how executives think about
the role of leadership and their values and the values
of the company. This can be the basis of developing an
organized plan for mentors to follow in order to grow
skills and experience.
Another key part of developing a best practice in
leadership is around passion and purpose. Great leaders
have a passion for what they do, so this drive needs to
be articulated in a way that others can inspire others.
When organizations can get their workers to share in that
passion, they will be much more willing to take the steps
necessary to develop into a great leader.
There also needs to be an organized plan for developing
those skills. It is not just developing individual
competencies-it is also about how a variety of
competencies work together to bring about a great leader.
Case Studies
Just like mentorship, it's often best to learn how to
do this by example. Here are a few organizations that
were successful in communicating their best leadership
practices.
* Faced with the need to quickly develop front-line
leadership in a growing healthcare company, the
leadership team brought together eight of their top
front-line supervisors and three managers to create
a best practice for leadership in their role. They were
guided by a facilitator to articulate a purpose statement
that described the passion they had for being a leader.
They then outlined the steps necessary to achieve that
purpose. From that, a set of learning activities that
the mentees could use to develop the skills necessary
to be great in their role was finalized. This roadmap
became the basis for mentors to provide a consistent
development program across the company.
* A U.S.-based construction contractor needed to upgrade
the leadership skills of their field supervisors. Instead of
gathering a group together for several days to create the
plan, the organization selected three top supervisors and
had them individually use a purpose, steps, definitions,
and actions approach. The individual contributions were
complied, and the best ideas were consolidated into an
approved best practice.
The Mentoring Process
Mentors can be coached on how to use a roadmap of best
practices to lead mentees to both get engaged and stay
engaged in the development effort. What is required is
that the mentor not provide their guidance about the
program until after the mentee has had an opportunity
to read, reflect on, write about, and share their ideas.
What research has showed about the science of learning
is that when people are forced to attend or take part in
a training event, they will immediately put up resistance.
It is based on the fight or flight reaction of triggering the
limbic system. This is one of the reasons that traditional
training programs can have a poor result.
Using the best practice roadmap, a mentor can take the
burden of being the expert off of their shoulders and
become a learning partner with the mentee. When the
mentee has processed the best practice information
sufficiently, only then should the mentor provide their
own experiences. Each mentor goes through the same
steps, making sure to cover all of the roadmap. These
sessions can be as little as an hour per topic, but they
should provide the focus and consistency necessary to
keep the mentee on their purposeful mission. Mentors can
even learn as much as the mentees in these discussions.
Because this approach provides a step-by-step
methodology, the mentor doesn't need to be trained as
an educator or shaper of talent. The approach generates
focused discussions that lead to learning.
Mentoring with this process ends the inconsistencies of
unstructured mentoring programs. It guides the mentor
into the topics important to the company and keeps the
mentee focused on learning the things necessary to be
great in their role. This process can be done in one-on-one
engagements or can be done as group learning sessions. A
repeatable and consistent approach will bring about great
results.
Rick Grbavac is vice president of Cerebyte and the co-author of the
award winning book The Star Factor.
APRIL 2017 | www.hrotoday.com
[51]
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HRO Today April 2017

Table of Contents for the Digital Edition of HRO Today April 2017

HRO Today April 2017 - 1
HRO Today April 2017 - 2
HRO Today April 2017 - 3
HRO Today April 2017 - 4
HRO Today April 2017 - 5
HRO Today April 2017 - 6
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