Mentoring Internal Candidates as Mentoring Internal Candidates as a Component of Leadership Development Maria Marques Workforce Reliability Workshop Series San Francisco Water, Power, Sewer , ,
Today’s Presentation How EBMUD uses mentoring & coaching to support Workforce Development programs Perspective & Context p Structural components & logistics Mentoring & Coaching relationships Mentoring & Coaching relationships Costs & Lessons learned ebmud.com 2
About EBMUD About EBMUD Special District serving Special District serving Alameda and Contra Costa counties. Water: 1.3 million customers Wastewater treatment: 640,000 customers. 1,750 full-time employees ebmud.com 3
Perspective & Context Perspective & Context Mentoring & Coaching are Mentoring & Coaching are components of larger workforce development workforce development initiatives Provide support & accountability Provide support & accountability Reinforce formal learning S Support transmission of i i f organizational knowledge & values l ebmud.com 4
Driver: Retirement Bubble Job Groups p Eligibility g y Eligibility g y 2003 - 2008 2009 - 2014 Field Supervisors 65% 51% Superintendents 60% 47% Professionals Professionals 38% 38% 43% 43% Managers 25% 39% E Engineers i 23% % 38% % Office Support 22% 35% Blue Collar 15% 31% ebmud.com 5
Development Planning Process Identify anticipated vacancies Analyze the work performed Analyze the work performed Identify competencies required Review candidate pool for R i did t l f competencies Define the gap Develop plans to fill the gap p p g p ebmud.com 6
Three Workforce Development Three Workforce Development Academies LEAD – develops journey-level trades workers for first line supervision Superintendents’ Pathways – prepares experienced supervisors & professionals for “next” level supervision Management Leadership Academy – prepares experienced staff for upper level management positions level management positions ebmud.com 7
Academies’ Objectives Prepare for future by building human resource “pipeline” “ i li ” • Create a pool of qualified candidates Enhance the quality of new leaders – shape the skill set & the culture • Development is everyone’s responsibility Address changing expectations for leaders • Technology; financial environment; regulations; customer expectations; and workforce all changing! ebmud.com 8
Structure to Support Desired Outcomes All Academies • Application & selection process to • Application & selection process to screen for readiness • Personal time commitments to ensure Personal time commitments to ensure participant commitment • Classroom training to cover “generic” Classroom training to co er “generic” gaps, not technically specific • Mentoring or Coaching Components M t i C hi C t ebmud.com 9
Academy Components Academy Components C h Cohort group t Core training curriculum O i Orientation & Assessments t ti & A t Individual Development Plans M Mentoring/Coaching t i /C hi Ongoing support for mentors Grad ation Celebration! Graduation Celebration! ebmud.com 10
Mentoring & Coaching Mentoring & Coaching S Supports development & growth t d l t & th Supports participants’ goals Creates accountability structure for development activities p Does not involve evaluation Creates a learning pipeline Creates a learning pipeline – mentors/coaches grow as well! ebmud.com 11
External vs Internal Coaches External vs. Internal Coaches E ternals Externals Internals Internals Professional Technical expertise coaching expertise coaching expertise Practical, P ti l Fresh perspectives organizational & best practices & best practices knowledge knowledge Eliminates “fear Cultivates internal factor factor” networks networks Costs money Not free, takes time ebmud.com 12
What is a Mentor? … a trusted and credible leader who works with a partner to help k ith h l h t t them learn things more quickly … The mentor has a breadth and depth of experience that ... They p p y are willing to share … because they enjoy because they enjoy developing people . ebmud.com 13
Mentors Mentors P Partner to support learning t t t l i Provide support, expertise & encouragement Participate in collaborative p problem solving Gather & give feedback Gather & give feedback Support accountability ebmud.com 14
Fundamental Skills Fundamental Skills Li t Listening i Practicing self management g g Asking questions Providing direct, timely, non P idi di t ti l judgmental feedback Supporting accountability— monitoring progress monitoring progress ebmud.com 15
Mentoring Training Mentoring Training Program Orientation Goals of Mentoring Component • Support, Expertise & Accountability Support, Expertise & Accountability Roles Guidelines / Protocols Guidelines / Protocols • Meet minimum 2-4 hrs/month • Term of commitment: (6-12 months) T f it t (6 12 th ) • Confidentiality • “No fault divorce” ebmud.com 16
Mentoring g Training Highly Interactive g y Phases of Mentoring Relationship • Connect Create Close • Connect, Create, Close Coaching Skills • Listening, Feedback, Accountability Li t i F db k A t bilit Creating Individual Development Plans ebmud.com 17
Mentor Training Mentor Training R Review i DiSC Style Inventory Style Inventory L Learn and practice d ti basic coaching skills ebmud.com 18
Mentor Roundtables Mentor Roundtables Regular Check in and Support Regular Check-in and Support Updates Share perspectives and approaches Support network of mentors Provide on-going feedback & Provide on going feedback & training Evaluate & improve program Evaluate & improve program continuously ebmud.com 19
LEAD Program Development LEAD Program Development Costs Planning Team : (Met 1.5 hrs every 2 weeks for 1 year) $5,000 2 HR Division Mgrs $4,000 2 HR Analysts 5 Operational Division Mgrs $14,000 Other Costs: $3,200 Interviews & Selections Employee Development Staff $6,500 $32,700 $32,700 TOTAL: TOTAL: ebmud.com 20
Mentoring Program Costs g g $9 000 $9,000 P Program Development D l t $3,000 On going administration $61,000 Mentoring $800 $800 DISC Assessment DISC Assessment TOTAL $73,800 ebmud.com 21
Mentors’ Commitment Hours Activity 6 Kick Off / Mentoring Orientation 4 Mentoring Training 30 30 M Mentoring Sessions (5 hrs/mo x 6) t i S i (5 h / 6) 12 12 Roundtables (2 hrs/mo x 6) Roundtables (2 hrs/mo x 6) 3 Graduation 55 Total Hours ebmud.com 22
Challenges Recruiting volunteers R iti l t Matching g Motivation Coaching skills level C hi kill l l A new experience for all! p ebmud.com 23
Benefits Promotes the value of learning throughout the organization organization Supports development of “pipeline of leaders” Builds a common vocabulary & values Builds a common vocabulary & values Breaks down silos—broadens perspectives & business literacy perspectives & business literacy Develops network of colleagues with established colleagues with established, supportive relationships Creates organizational Creates organizational loyalty! ebmud.com 24
Lessons Learned Lessons Learned Ensure senior leadership commitment Clarify ground rules, roles & responsibilities Provide high quality formal training Support mentors throughout Allow flexibility Allow flexibility Define success broadly Expect variations in level of engagement Expect variations in level of engagement Mentors will develop new skills & greater organizational knowledge ebmud.com 25
ebmud.com 26
Recommend
More recommend
