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Inaugural Mentor Orientation

December 13, 2012

© 2012

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Welcome, Mentors!

Thank you for your commitment

to the future of our Firm!

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GOALS AND OBJECTIVES 

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Professional Development @PHR&D

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Legal Career Trajectory

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FOCUS POINTS

• Partnership has placed special emphasis on use of this program to prepare associates for success

• Investment in attorney development• Program success is directly tied to investment in associates

• Inaugural and evolving program• Will require ongoing monitoring and evaluation

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BUSINESS CASE

Program is critical to:

• Recruiting

• Retention

• Evaluation

• Professional development

• Connecting to Firm and Firm expectations

• Return on investment• Developing next generation of leaders

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OVERVIEW 

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Mentor/Mentee Pairing Process

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Relationship Scope and Expectations

Our chief want is someone who will inspire us to be what we know we could be.

--Ralph Waldo Emerson

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Relationship Scope and Expectations

Critical elements on path to success 1.Trust-building

2.Confidentiality

3.Active involvement with real commitment

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Relationship Scope and Expectations

The Agreement

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Program Components

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The Firmʼs Mentoring Program . . .

Is about . . .

• Creating new relationships and expanding existing ones

• Cultivating successful lawyers

• Developing lawyers who can be a success on team and at PHR&D

• Developing community professionals

• Working together on necessary “soft” skills

• Knowing what your mentee wants/needs most

Is not about . . .

• Substantive practice training

• Vehicle for annual performance review

• Traditional mentoring program

• Relegated to yearly one-on-one lunches

• Chance to chastise perceived slackers

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Some Best Practices

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• Best practices are going to vary . . .

• But some practices have been studied and experienced by smart people, and we know they will work:

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What does a “good” mentor look like?

“Mentors bring mentees into informal social networks that make them feel included and give mentees insights into firm dynamics that facilitate their adaptation to the work environment.”•Assists a mentee in achieving his or her potential with thoughtful consideration for alternatives. •Encouraging, but truthful and blunt.•Open to hear about mentee's challenges, failures, and successes.

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Great article! Read me!!

“It’s a great experience to be chosen andnurtured by someone you respect. It [means] a leg up.”

“the workforce is far more diverse”

"we, as mentors, have to embrace the new workforce and find ways to develop relationships with young people who may look and act differently from us"

“The operative word is dialogue.”

“allowed to speak and required to listen”

“once we get past differences we will see that mentees want what all of us

want, to be listened to, nurtured, developed and respected”

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NALP, LAWYERS’ PROFESSIONAL DEVELOPMENT, “Mentoring: Promoting Development Through Relationships,” at p. 166

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More good ideas . . . p. 20 –

•Expectations •Introduce mentee to other lawyers.•Discuss – How to get work Partners' working styles/

preferences Office culture, social

climate, dress,

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Some Pitfalls

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Basically, avoid doing the opposite of everything we just went over!

Pitfalls to avoid

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• Don't give up because you do not have an initial or immediate connection!

• Don't be too quick to judge!• Don't wait for your mentee to make a move!

• But, don't propose on the first date!• Don't skip (too many) group meetings• You do not have to be an emotional crutch.• Don't abuse an established trust and confidence.

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IMPLEMENTATION 

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1. Already paired up with mentee2. Training is almost complete3. Mentee Orientation and Program Kickoff Meeting will be Jan. 10th

4. You and your mentee complete and submit your executed Mentoring Agreement.

5. You meet with your mentee. (Activities can include, but are not limited to, lunches, client outings, bar

engagements, pro bono work, and charitable activities.)6. Periodically, we will host a group session for everyone (mentors and

mentees) on a designated topic. We strongly encourage and the program is designed for you to coordinate small meetings, outings, or lunches with out mentor pairs as well.

7. Let us know how it is going by checking in with Michelle and/or responding to any update requests!

How is this going to work going forward?

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INCENTIVES 

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PAYMENTS/BUDGETSWe want to encourage activity!Reimbursement for up to four (4) reasonable lunches /events

(see, e.g., recruiting lunches)

CELEBRATE AND RECOGNIZE

PROGRAM SUCCESSESEvery other month e-mail circulated to highlight program-related activities and successes

Mentor of the Year Award

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ASSESSMENT 

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Not as fun as free lunch, . . . . . . but necessary

GENERAL COMPLIANCE AND FOLLOW-UP•- Complete “contact report” and e-mail brief summary of activities and successes to Michelle•- Respond to periodic e-mail check-ins •- Open-door policy with mentor committee members

•FORMAL PROGRAM ASSESSMENT•- Six-month surveys with opportunity for free-form feedback•- Annual review of program

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Additional ResourcesAll of these resources and some others are available on the Firm intranet at “Inside PHRD”–“Mentor Program Resources.”

We will update that page with additional materials that may assist you and that you may want to provide to your mentee.

•Adrienne Randle Bond, “10 Habits Every New Lawyer Should Learn,” Texas Lawyer, June 8, 2010 •Lynn Dessert, “Do you have the right mentor?” •NALP, Lawyers’ Professional Development – Mentoring: Promoting Development Through Relationships, Ch. 6•LawPractice: Associate Development, Sept. – Oct. 2012•Using Multiple Mentors•Chris DeSantis – Q&A article and Meritas Presentation•Illinois State Bar: Lawyer-to-Lawyer Mentoring Program materials•State Bar of Georgia: Model Mentoring Plan materials

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The End . . . and the Beginning!

© 2012