Creating a Mentoring Culture

Lois J. Zachary is president of Leadership Development Services, LLC, a Phoenix-based consulting firm providing leadership development, coaching, education, and training for corporate and nonprofit organizations nationwide. She is a nationally recognized expert in mentoring. Her innovative mentoring approaches and expertise in coaching leaders and their organizations in designing, implementing, and evaluating learner-centered mentoring programs has made her an award-winning consultant. She is the author of the best-selling The Mentor's Guide from Jossey-Bass.

• Exercises xiiiExhibits and Figures xvForeword xviiPreface xxiAcknowledgments xxviiAbout the Author xxixPart 1 Taking Stock: Mentoring's FoundationWhat Is Mentoring, Anyway? 3Does Mentoring Add Value to the Organization? 4How Do We Start? 51 Mentoring, Embedded in the Culture 7The Importance of Embedding Mentoring in the Culture 8An Ideal Scenario 9Phases of a Mentoring Relationship 13Embedding Mentoring: Reflection on Practice 142 Connecting Culture and Mentoring 15Grounding the Work 15Identifying Cultural Anchors 22Deciding to Move Forward 28Where Do You Want to Be? Aligning Organizational and Mentoring Goals 29Connecting Culture and Mentoring: Reflection on Practice 293 Planning Implementation 31Readiness, Opportunity, and Support: A Model for Change 32People and the Plan 34The Process of Implementation 41Planning Implementation: Reflection on Practice 49Part 2 Moving Forward: Mentoring at WorkThe Hallmarks of Mentoring 52Moving Mentoring Forward 544 Infrastructure 57Mentoring Infrastructure Components 58Infrastructure: Reflection on Practice 745 Alignment 78Concepts and Challenges 79Characteristics of Alignment 80eople: Powering Mentoring 85Process Components of Alignment 89Alignment: Reflection on Practice 1056 Accountability 108The Concept of Accountability 109Setting Goals 110Clarifying Expectations 115Defining Roles and Responsibilities 116Monitoring Progress and Measuring Results 121Gathering Feedback 129Formulating Action Goals 133Accountability: Reflection on Practice 1337 Communication 137Challenges of Communication 137Communication Criteria 139Benefits of Communication 140Components of Communication 145Communication: Reflection on Practice 1578 Value and Visibility 162Identifying the Value 162Showing Support Through Visibility 164Practices That Stimulate Value and Visibility 166Value and Visibility: Reflection on Practice 1769 Demand 178Creating Demand in a Mentoring Culture 178Impact and Indications of Demand 180What Factors Prevent Demand from Flourishing? 182How Do Mentoring Hallmarks Contribute to Demand? 184Demand: Reflection on Practice 18610 Multiple Mentoring Opportunities 188Planning the Opportunity 188Types of Mentoring Relationships 192From Opportunity to Planning 210Multiple Mentoring Opportunities: Reflection on Practice 21311 Education and Training 218Developing a Big-Picture Perspective 219Key Factors at Work 219Evaluating Your Key Factors 227Anatomy of a Training Experience 233Strategies for Success 242Education and Training: Reflection on Practice 24612 Safety Nets 248Relying on the Net 248Proactive Approaches to Obstacles 250Reactive Approaches to Obstacles 253Gaps in the Net 258Safety Nets: Reflection on Practice 258Epilogue: Moving on: Mentoring and the Future 261From Seed to Blossom 262From Blossom to Fruit 262Cultural Integration: A Caveat 263Reflection Is the Practice 265Appendix One: Mentoring Culture Audit 266Appendix Two: Digging Deeper 273References 286Index 293Credits 299How to Use the CD-ROM 303