Finding career confidence

 

 

Staff enrichment is an important part of UC's Strategic Direction, and the Mentor Me UC program is an example that encourages career development, supports diversity and promotes a culture of learning and engagement for employees. Importantly, mentors are gaining as much as their mentees.

 

 

By Melanie Schefft
513-556-5213

Photos by Joseph Fuqua II/UC Creative Services

March 21, 2018

Sometimes the best way to learn is to teach.

And that is what accomplished staff employees at the University of Cincinnati are finding about their own career progress after mentoring other staff as part of the Mentor Me UC program. 

The program, aligned with the staff enrichment goals integrated into the university's Strategic Direction, helps to retain employees, breaks down barriers to confidence, fosters career development and supports diversity, equity and a sense of inclusion for newer staff employees.

Launched last July, the success of Mentor Me UC is proving to be a two-way street. Not only are mentees finding a comfortable place to share their challenges and goals, mentors are also finding career-building potential too.  

One participant is Luke Willman, who was already a successful marketing manager when he came to UC Athletics. He joined the Mentor Me UC program to bypass through that pocket of new-job stress that can sometimes hang in the air until one finally finds a comfort and confidence level with a new employer.  

“The one-on-one time with a mentor in this program is great for having a comfortable voice to bounce ideas off of without the fear of offending or sounding naïve,” says Willman, UC assistant athletic director of marketing and branding. “After monthly meetings with my mentor who introduced me to folks across campus, it didn’t take me long to see where I fit in my new role in athletics marketing and how the athletics department fits into the university as a whole,” adds Willman about his mentor Joe Harrell, associate vice president for UC Facilities Management.

As fate would have it, Harrell’s mentoring gestures turned into a mutually beneficial relationship, bringing him just as much in return.

"Because of Luke’s marketing skills from previous institutions and my management experience, we shared ideas and came up with a project for facilities that can generate revenue by marketing inside our UC shuttle buses. Instead of looking at bare walls inside campus shuttles, students may soon be viewing visuals for local pizza or Cincinnati chili venues. It’s this kind of collaboration that gets spawned through these productive meetings and new relationships." 

    – Joe Harrell, vice president of UC Facilities Management

Win-win

Earlier published research in the Journal of Vocational Behavior shows measurable success for corporate mentorship programs that pair employees with veteran employees who can help show them the way. The evidence suggests these programs boost employee engagement, help train future company leadership, increase diversity and raise rates of worker loyalty and retention.

The findings also support the theory that mentoring is reciprocal and collaborative and not simply beneficial for protégés.

It’s no surprise then that UC is finding success with their program even in nine short months.

The program began when Bleuzette Marshall, vice president of UC’s Office of Equity, Inclusion and Community Impact, was looking to increase career development opportunities and a sense of inclusion for underrepresented staff. She partnered with Shelly Sherman, executive director - HRBP UC Human Resources to create the Mentor Me UC program for staff enrichment in preparation for the university's Next Lives Here Strategic Direction. 

Luke Willman, UC assistant athletic director of marketing and branding (L), and Joe Harrell, associate vice president for UC Facilities Management (R) have gained mutual career enrichment through monthly mentoring sessions. photo/Joseph Fuqua II/UC Creative Services

“Right now we have 25 pairs in the program, and I am mentoring another employee in my department,” says Sherman. “We let the mentored parties set their own schedules to keep it flexible and informal. Most people use this resource as a relaxed and comfortable way to build confidence and job efficiency, but there are also people who are new to Cincinnati or to higher-ed who want some type of peer mentoring to help them ease into a new city or a completely new industry.”

As a mentor herself, Sherman meets monthly with Keisha James, currently working as a human resources benefits specialist.

“Working with Shelly in this program has opened new network opportunities for me and greater exposure to other areas within human resources,” says James. “It is so comfortable to meet once a month and discuss not only my ambitions, but also my fears with someone who has so much wisdom and experience.”

“Mentoring is about learning. The value and purpose of mentoring for employees is an increase in retention, engagement, job satisfaction and performance. For mentors it can be a valuable tool for building collaborations and fresh ideas for their own career progress.  This program can be used to build an effective and diverse organization as it helps level the playing field for all employees to be successful.” 

    – Shelly Sherman, executive director––HRBP for UC Human Resources