Chronus empowers the world’s top employers to shape the future-ready workforce, delivering mentoring and Employee Resource Group (ERG) software that unleashes the full potential of their teams. Offering unmatched DEI capabilities and expertise, along with the most flexible platform on the market, Chronus is built for your unique culture and every employee, at every stage. With Chronus, mentoring and ERGs have become the new strategic lever for impacting workforce initiatives such as retention, engagement, advancement and diversity.
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Watched several proposing to a mentor videos this one is one of the best.
Here's the simple test to determine whether you have an EE/EX solution. First, Gallup's numbers are meaningless. Who got to decide that employees doing work, that thing they are forced to do to survive, should be any more engaged than 25%? Employee data is the least impactful aspect of an EE/EX initiative. Companies have been ignoring actionable employee data for 120 years for convenience. So here's the challenge, if you say, "It's an ROI problem." can Chronus base its fees on the financial impact of the services it provides. Therein lies the problem, the employee engagement/experience industry needs to have skin in the game; it's paid based on the efforts rather than the results. This is what a successful approach to employee engagement looks like. Ten weeks duration, no HR involvement, the survey was a single-question asked by the CEO. A third party collected the responses and fought the blockers at the CEO staff meeting. The fees were based on the improvement in the income statement. Citing already successful companies is disingenuous; they didn't undergo an EE/EX transformation, so what's the point? None mentioned here went through an EE/EX transformation. If you're selling to HR, the battle is already lost. HR cannot force change on disinterested leadership. Imagine selling Chronus to the CEO, the only person who can fix what's wrong. Get ready for these questions. "Where have you done this before? How long did it take for the results to show up in the financials? What was the process? How did you overcome the blocking from politics, culture, and siloed groups? How were the results measured? Were the results sustainable, and what percent of your fees were based on the financial results"? At some point, Steve, someone must deliver; the data isn't the problem. chiefexecutive.net/employee-engagement-ceos-actually-listening/
Yt suggested to me at right moment !!
How do I get in touch with Sara Rahmani and Whitney Slough?
I can see the art of making the video which is having the right length to address the topic. Thanks for sharing.
You, as an employer, must see to it that your employees are happy and are able to actualize their entire potential. Click here - geeksnipper.com/reasons-why-your-company-need-a-structured-workplace-mentoring-programme/21916/
Well done, Good informative video.
Great advice! One of the challenges I face is to encourage the individual to seek out the mentorship rather than the mentor having to chase the one asking for mentorship. Hope that makes sense.
Met this video at the right time.
Love the tips! I’m meeting my mentor next week, and I find these tips so helpful
Great advice, Thanks!!!!
Oh and I love that you made it concise, quick, did not waste my time with extra blab. Thanks again, please make more!!!
Ok, I just went to your page and you DID make more! YaY! I subscribed and will be checking out more videos, thanks again!
Absolutely taking these tips. I desire to create a community based mentoring program for young men. Ages 10-12
Sorry for the mad faces
This is wrong The 5 levels of listening are: Ignoring Pretending Attentive listening 👂 Selective listening 👂 Empathic listening 👂 Did you learn from Covey or what!!!!!!???😠😡
Thank you for sharing Stephen Covey's "5 Levels of Listening" with us. These are good to note as well. We pulled our five types from mentoring expert David Clutterbuck (blog.gpstrategies.com/general/five-levels-of-listening/). Both trains of thought remind us to be intentional about the ways in which we are interacting with others, especially in a mentoring relationship, in order to achieve the highest impact.
Thank you; brief and useful tips.
Very helpful!
Thanks for these simple and direct lessons about being a mentor. I especially liked the second video about the 5 levels of listening. I find it useful to use a combination of levels 3 - 5 depending on which point in the conversation we are. Truly listening is probably one of the hardest, yet most useful skills to cultivate. Often people choose a mentor to gain sage advice which is an easy trap for a mentor to fall into. The trick is to know when to just listen, when to ask probing questions, when to draw correlations, and when to share perspectives. As stated in your first video, the relationship is about a partnership where information is exchanged and is data to help drive whatever the objective is forward.
Thanks for the feedback, Bruce! For a mentor, listening and knowing when to contribute is a skill that takes practice and development over time. It's great to hear how you're using the levels of listening to engage more productively in a mentoring relationship.
I would love to hear a series on how to be a good mentee in group mentoring programs
Thanks, Debbie! That's a great topic. Are there specific questions you have that can guide us in creating this content? We'd love to hear what might be most helpful.
At our college we don't have enough mentors to do one-on-ones so we are doing group mentoring. We have a gathering activity (10 min) which helps bring be present and everyone to start thinking about our message for the day. Then we have a thought/message/lesson (20 mins) that teaches the students something that will help them succeed as students people. This is like money management, time management, study skills, relieving stress, etc. Then we have a 15 min activity that is related to the message of the day or a team builder. The remaining 15 mins is Q & A. We do monthly group activities like hikes, game nights, meet and greets. We are struggling to have the students take advantage of the opportunity to join the sessions. Those that come are generally committed to coming each week. We have a FB page that I posted this series on because we want them to develop life-long mentoring habits. The main purpose of our mentoring program is to develop community and help first year students and at-risk students succeed. Does that help?
Yes, that's a great overview. Thank you! Sounds like you all are running an important and thoughtful program.
my challenge seems to be in getting the students who signed up to attend the sessions. We are only getting 10% of the mentees to even show up for one meeting.
That can be a frustrating part of running mentoring programs. Our Customer Success experts recommended: Vetting student interest and commitment thoroughly (for example get their commitment to attend X many sessions). You could also try, if you hadn't already, collecting student signups for a available date & times, if the meetings have been pre-determined by the staff up to now.
Love the tips. Thanks!
Access the complete article that goes with this video on our site: chronus.com/resources/build-organizations-mentoring-culture-pilot-program