HR Director, DKW Communications
In your opinion, what qualities make a “Moves Mentor”?
There are a host of qualities that make a Moves Mentor. To me, the most important being emotional intelligence and experience. A good mentor is empathetic, listening to understand the mentee’s emotions, challenges, and struggles. In turn, they can first demonstrate support and understanding in a compassionate manner and relate to the mentee’s experiences with examples from their own journey. Having knowledge and experience is necessary in navigating challenges a mentee might face. Patience and availability are also key qualities. Growth and development takes time, so fostering healthy communication by being patient and authentic encourages a positive relationship where the mentor and mentee can provide and receive feedback, and furthermore, aid the mentee in reaching their full potential.
How does mentoring benefit the mentor? Career-wise? Intellectually? Spiritually? Socially? Others?
There are truly so many benefits in being a mentor. A lot of times, people often think that fulfillment is one sided when it comes to a mentor/mentee relationship, but I believe that couldn’t be further from the truth. It’s a dynamic exchange where both parties gain insights, learn, and grow providing two-way fulfillment. As someone who has the privilege of mentoring a multi-generational workforce, there is a breadth of new knowledge that can be absorbed from simple communication and collaboration. Mentees bring their unique viewpoints, challenging your assumptions and keeping you adaptable in a rapidly evolving world.
While a mentor brings experience and expertise, mentees bring fresh perspectives which is often needed in the corporate realm. Mentors also develop abilities to engage and connect with others on a deeper level, which have broad applications in both personal and professional settings. Mentoring enhances a mentor’s self-reflection and self-awareness, contributing to personal growth and development. It also strengthens interpersonal relationships since it involves regular interaction and building connections. Mentoring not only expands professional networks increasing visibility, but it also offers a platform to enrich your life in many ways. For example, I wouldn’t be nominated for this recognition if I didn’t have the relationship that I do with my work mentee. This experience has already opened me up to people and experiences I will carry with me for a long time to come.
Should mentorship be a company requirement or a personal give-back?
I absolutely believe mentorship should be a company requirement, especially for underrepresented individuals. Mentorship plays a crucial role in providing guidance and support, particularly to those who may face additional challenges and barriers in their career advancement. Requiring mentorship not only benefits the individuals being mentored but also has positive effects on the company as a whole. It fosters a culture of learning and development, facilitates knowledge sharing and ensures that individuals have access to the necessary resources and support they need to succeed. While personal giveback is crucial in the success of a mentor/mentee relationship, it should go hand in hand with company requirements to be as successful as possible.
What is your mentorship method? Do you prefer a more hands-on or laid-back approach?
My mentorship method is a two-pronged approach using a delicate mixture of hands-on and laid-back approaches. I have always found it to be extremely important to allow individuals to express themselves professionally by way of innovative ideas and/or opinions. This grants mentees the opportunity to create a work environment for themselves that can yield the best output in their performance.
At the same time, I recognize the importance of guiding and providing specific instructions when necessary. Niche situations and complex tasks may require hands-on communication and collaboration. As a mentor, I draw on my own knowledge and experience to help mentees navigate these challenges effectively. Sharing real-world examples and discussing practical strategies can provide valuable insights and help mentees develop their skills and expertise.
Overall, my approach aims to strike a balance between autonomy and guidance. It values individual expression and fosters a collaborative learning environment. By empowering mentees to express themselves professionally while also providing the necessary support and guidance, I believe that they can thrive and reach their full potential in their future professional endeavors.
How does diversity play into mentorship?
For underrepresented individuals, mentorship can be especially beneficial. It can provide them with a network of support and guidance, helping them navigate any biases or obstacles they may face in the workplace.
Having a mentor who understands their unique experiences and can offer advice on overcoming those specific challenges can make a significant difference in their career progression. Ultimately, mentorship contributes to a more diverse and inclusive leadership team. By making mentorship an integral part of the leadership development process, companies can invest in the growth and success of all their leaders, regardless of their background or identity.
Given the evidence that successful mentoring increases the bottom line, should any responsible five-year corporate strategy include a detailed plan and budget for mentoring? Should any said plan come complete with an official position for a mentoring director as well as include regular progress reports to the Board? Tell us your strategy.
Since mentoring is shown to have such success for a company overall it is important to include specific mentoring initiatives in corporate strategies. It is imperative that leadership has concrete direction and budgets to maximize mentor success. I also understand how important training is to an organization, so I would begin with required mentor training for all leadership responsible to mentoring. This training would include Mentorship structure, milestones and timelines, progress monitoring and evaluation. Within those training sections, I would also tackle the more interpersonal importance of the program to include, but not limited to commitment, empathy, encouragement, and motivation.
What is the best piece of advice you’ve ever been given?
I would say, do not dwell on things that are out of your control. Doing so just leads to unnecessary stress and anxiety, as you often cannot change or influence the outcome of these situations. Instead, it’s important to focus on the things you can control and take action where it is possible. This helps tremendously in cultivating a more positive mindset and helps in building resilience to be better equipped to handle challenges that come my way and find peace amidst uncertainty.
What would you say to yourself if you could go back in time 15 years?
I would simply tell myself; there will always be a hurdle whether it be personally or professionally, but it will always be worth it to put in the work get to the other side.
Who do you most admire? Why?
This is an easy one. My mother! She has been the most integral and influential person in my life. I have watched her selflessness and hard work my entire life, which has translated into my own success. If she sets out to accomplish something, she will do it with grace and impeccable determination. If there were ever moments in life in which I doubted myself, she has always been there to not only encourage me, but to create a space where reservation doesn’t have a place on the course to my achievements. Her support has always created an environment of positivity and belief in my abilities, no matter how big or small. I am who I am because she is who she is.
