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Sodexo’s Spirit of Mentoring programs have grown from a formal year-long program for approximately 200 managers to multiple mentoring options for both managers and frontline employees. Today, a mentoring culture has emerged, engaging employees at all levels in formal and informal mentoring relationships across the company. This session will address the genesis of this program’s culture, its critical components and priorities, and how mentoring has helped create leadership advantage. Session leaders will provide insights, share best practices, tools, resources, and success stories about a 10-year journey into mentoring along with how to create metrics to evaluate program effectiveness. William Sibbers District Manager, Sodexo Ray Torres VP Business Development, Sodexo
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Creating a Mentoring Culture
Bill Sibbers - District Manager Ray Torres, Vice President
Sodexo Senior living
1
Introduction
2 –
Ray Torres VP Business Dev
Bill Sibbers District Manager
Agenda
3 –
What is Mentoring?
Benefits of Mentoring
Building a Mentoring Culture Ten-‐Year Journey Metrics and Outcomes The Future of Mentoring
Discussion
Speed Mentoring
People helping people that want to be helped
Personal Development tool to help progress with work and life goals
Partnership between two people in similar fields or experience
Relationship based on trust and respect
What is Mentoring?
4 –
Benefits of Mentoring (People)
5 –
LEARNERS/ MENTEES
ADVISORS/ MENTORS
Benefits of Mentoring (People)
6 –
Text
Enjoy a greater sense of
connec8on
Gain valuable insights from advisors
Build new rela8onships across the organiza8on
Develop skills and
competencies
LEARNERS/ MENTEES
Benefits of Mentoring (People)
7 –
Text
Engage in a mutual
learning exchange
Share experiences and offer guidance
Enhance communica8on
skills Become a more effec8ve leader
ADVISORS/ MENTORS
Benefits of Mentoring (Organization)
8 –
ORGANIZATION
Builds a diverse pipeline
and bench strength
Drives organiza8onal culture and creates
connec8ons
Closely aligns with our strategic
impera8ves
Creates a compe88ve advantage through our
people
Fosters diversity and inclusion
Saves money
Sodexo’s Diversity & Inclusion
9 –
2012-‐2014 2009-‐2011 2006-‐2008 2003-‐2005 2015
Compliance Infrastructure and
Posi8oning
Culture Change for Diversity & Inclusion
External Rela8ons
Leveraging Diversity for Business Growth
Integra8on
Global
Embedding Deeper in Our Organiza8on
Reinforcing for Talent & Business Excellence
Deeper Pipeline Development
Furthering Our Global Reach
Leveraging Diversity for Business
Breakthroughs
Leveraging D&I, Sustainability,
Wellness Leadership
Aligning With Invent 2020 and The BeYer Tomorrow Plan
10 –
Mentoring Vision
Talent Development Overarching
Strategy
Diversity & Inclusion
Charter What/Metrics
Culture Why/Values
Spirit of Mentoring Objectives
11 –
Talent Management Business
Strategies
IMPACT – Formal Mentoring
12 –
10TH COHORT 2014
125 PARTNERSHIPS PER YEAR CROSS-
CULTURAL/DIVISIONAL CONNECTIONS
IMPACT Return on Investment
13 –
Benefit to Cost Ratio $2 : $1
GAINS Strong retention and promotion
ratios for women and minorities
TANGIBLES
NON-TANGIBLES
Formal Mentoring ROI – Intangible
14 –
69% 69% 64% 63%
0%
20%
40%
60%
80%
Strategic Thinking
Enhanced Leadership
Leading Change
Networking
MENTEES
54% 50% 50% 50%
0%
20%
40%
60%
Interpersonal Rela8ons
B&I Knowledge
Employee Development
Networking
MENTORS
‹#›
Informal Mentoring – Expertise in Action
Interact
Share
1
Learn
Exchange Knowledge
Collaborate
2
Relate
Transfer Learning
Practice
3
Apply
16 –
LIFT Frontline Mentoring
Leveraging
Internal Frontline Talent
17 –
Lessons Learned
18 –
Align With Strategies
Measure Outcomes
Communicate
Leverage Key Stakeholders
Expand Gradually
Discussion
19 –
Speed Mentoring Exercise
20 –
Mentoring Roles
Mentors: • Often times a pivotal question
is more powerful than individual instruction, leading to deeper understanding.
• Always try to ask a question before giving advice.
• Asking questions stimulates creativity.
• The mentor will learn more by asking than by telling.
Mentees: • Clearly state the problem
you are trying to solve.
• Why is this important to you?
• What is your goal?
• Ask questions.
21 –
Mentoring Format
• Present • Ask • Document
22 –
The Value of Networking
23 –
Closing
Giving connects two people – the giver and the receiver, and this connec8on gives birth to a
new sense of belonging.
Deepak Chopra, M.D., F.A.C.P. Author, Public Speaker
24 –
Contact Information
25 –
Ray Torres - 516 313-0272 [email protected]
Bill Sibbers – 206 669-5747 [email protected]
