CHAPTER 8: THE MENTORING AND NETWORKING REMIX

Question 1

For the first time, an entry-level employee could arrive with a skill set—namely, comfort and experience navigating the Web—that her boss, or even her organization’s most senior leaders, did not have.

Answer 1

1990s-2000s causes a knowledge and power shit in organizations

Question 2

Other leaders embraced the change. In 1999, Jack Welch, CEO of General Electric at the time, required five hundred(!) of his top executives to pair up with junior employees for the purpose of learning how to use the Internet. He called it ________.

Answer 2

reverse mentoring

Question 3

“Classic” mentoring of younger talent by experienced talent has been around for ages, but the rise of the _______ changed the power and information dynamic between older and younger professionals. As Welch realized, modern mentoring needs to flow in all directions.

Answer 3

internet

Question 4

Mentoring

According to the Association for Talent Development, ___ percent of executives point to mentoring as playing a key role in their careers.

Answer 4

75 percent

Question 5

Mentoring

When PwC surveyed recent university graduates globally about what training and development opportunities they most value from an employer, the _______ answer by far was “working with strong coaches and mentors.”

Answer 5

number one

Question 6

Mentoring

Deloitte’s global 2016 Millennial Survey found that Millennials intending to stay with their organization for more than ____ years were twice as likely to have a mentor than not.

Answer 6

five years

Question 7

Mentoring

When my mother was starting a business back in the 1990s, she had no existing professional ______, so she reached out to SCORE—the Service Corps of Retired Executives—a nonprofit that offers free business mentoring to entrepreneurs. SCORE is still active today, along with many new organizations catering to entrepreneurs across industries, regions, and specific demographics.

Answer 7

network

Question 8

Mentoring

Mentoring is the perfect example of this. Mentoring is an extraordinarily important practice for people across generations, ethnicities, personality types, functional roles, and regions of the world. It is a _______, evergreen experience that reaps extraordinary benefits.

Answer 8

fundamental

Question 9

Reverse Mentoring

In a workplace as multigenerational as ours is today, mentoring can be _______ by the kind of two-way learning experienced by Lloyd Trotter and Rachel Dorman at GE two decades ago. Reverse mentoring is back and, I would argue, more vital than ever.

Answer 9

enhanced

Question 10

Reverse Mentoring

At The Estée Lauder Companies, three hundred senior leaders in twenty countries are currently matched with Presidential Reverse Mentors, who are junior employees at the organization.

Answer 10

the company’s Millennial and Gen Z employees would take executives shopping to help them better understand the retail habits of young consumer

Question 11

Co-mentoring

If you experience resistance to “reverse mentoring” use ______. This will often be used in highly hierarchical corporate or global culture.

Answer 11

co-mentoring

Question 12

Co-mentoring:

If you are seeking the benefits of reverse mentoring for your organization but that concept is a ________, there is another, similar concept to consider. It’s called co-mentoring, and I first learned about it more than a decade ago when I was writing my first book, Getting from College to Career.

Answer 12

step to far

Question 13

Co-mentoring:

MaryLeigh Bliss has found,

“While reverse mentoring is wonderful, we have found people are more receptive on both sides if it’s clear the mentoring will go _______. We don’t want to imply the onus is all on the Millennials for the mentoring relationship to succeed. It has to be clear the two people involved will be mentoring one another.”

Answer 13

both ways

Question 14

Co-mentoring:

Best prices for remixing your mentoring:

A) SECURE SUPPORT FROM THE TOP.
B)
C) ENCOURAGE DIVERSITY BEYOND GENERATIONAL
D) TRAIN THE MENTEES
E) AGREE TO RULES AND RESPONSIBILITIES
F) CONNECT REVERSE MENTORS TO EACH OTHER
G) HAVE CO-MENTORING TEAMS WORK ON REAL BUSINESS CHALLENGES

Answer 14

B) PRIVED CONTEXT

Question 15

Co-mentoring:

SECURE SUPPORT FROM THE TOP.

The organizations with the best reverse mentoring outcomes have support from their most _____ leaders

Answer 15

Senior

Question 16

Co-mentoring:

SECURE SUPPORT FROM THE TOP.

Every organization I have met or researched with a reverse or co-mentoring program says this is the most important success factor.

Answer 16

Having the support of the top members of the organization.

Question 17

Co-mentoring:

PROVIDE CONTEXT.

Intel and Godiva, that it increases success when a program is explained to participants in the context of __________.

Answer 17

generational change

Question 18

Co-mentoring:

ENCOURAGE DIVERSITY BEYOND GENERATIONAL.

Diversity, the New Workplace & the Will to Change and How to Be an Inclusive Leader: Creating Trust, Cooperation, and Community Across Differences, “People tend to be more ________ approaching and supporting those in their same identity group, making cross-gender and cross-race mentoring relationships a new and potentially transformative experience.

Answer 18

comfortable

Question 19

Co-mentoring:

ENCOURAGE DIVERSITY BEYOND GENERATIONAL.

Mentors are a ______, not a replacement, for sponsors, and mentoring and reverse mentoring relationships can and should turn into sponsorship alliances.

Answer 19

supplement

Question 20

Co-mentoring:

TRAIN THE MENTEES.

I have facilitated such trainings and find them a helpful way to make sure that participants are clear on the ________ of such actions as requesting mentoring meetings, asking for an appropriate level of advice, and demonstrating gratitude.

Answer 20

etiquette

Question 21

Co-mentoring:

AGREE TO RULES AND RESPONSIBILITIES.

At BNY Mellon’s Pershing, reverse mentors are advised to eliminate all aspects of hierarchical titles during meetings. Pairs are directed to engage as _____ who are both in a learning relationship. Key responsibilities are agreed to by both parties, including:

Answer 21

equals

Question 22

Co-mentoring:

AGREE TO RULES AND RESPONSIBILITIES.

Key Responsibilities:

1)Invest time in getting to know one another, building trust, and respecting one another.
2) Discuss the desired goals, outcomes, and expectations, while adjusting if necessary.
3) Agree how you are going to track progress.
4) Plan and commit to meetings, and stick to the commitment.
5)
6) Give and receive constructive feedback and challenge each other.
7) Be prepared to share personal experiences and collaborate as equal learning partners.
8)Meet at least once a month for one year.

Answer 22

5) Be explicit about maintaining and respecting confidentiality.

Question 23

Co-mentoring:

CONNECT REVERSE MENTORS TO EACH OTHER.

The reverse mentors joined together in groups to work on real __________, which they then presented to the company’s general manager for the United Kingdom and several members of his leadership team.

Answer 23

business challenges

Question 24

Co-mentoring:

CONNECT REVERSE MENTORS TO EACH OTHER.

They had already engaged with one another online, there was a lower barrier to diving right in.

Answer 24

in is in response to how reverse mentoring can become easier to do when the two parties have already started their relationship online, making it easier to communicate once they finally do meet.

Question 25

Co-mentoring:

HAVE CO-MENTORING TEAMS WORK ON REAL BUSINESS CHALLENGES.

It should be noted that reverse and co-mentoring programs are also contributors to retention. At BNY Mellon’s Pershing, the retention rate of Millennials who participated in the firm’s reverse mentoring program stands at ___ percent.

Answer 25

95 percent

Question 26

Co-mentoring:

Micro-mentoring

Every mentoring relationship doesn’t have to be a long-term marriage; sometimes it’s great to have a little mentoring ____.

Answer 26

fling

Question 27

Co-mentoring:

Micro-mentoring

Here are some questions to spark a _________ from a short conversation with a person of another generation.

Answer 27

quick insight

Question 28

Co-mentoring:

Micro-mentoring:

Questions to spark quick insight:

1) What are you currently reading that you recommend: books, blogs, newsletters, magazines, etc.?
2) What are you currently listening to that you recommend: music, podcasts, audiobooks, etc.?
3) What are your favorite apps and tech tools and why?
4) What are your favorite brands and why?
5) What companies do you think are the best employers and why?
6) What people do you most admire and why?
7)
8) What is the biggest myth or misconception about your generation?
9) What do you most wonder about other generations?
10) Have you ever had a notable cross-generational experience at work? Tell me about it.

Answer 28

7) How do you think people view your generation

Question 29

Internal Networking: Employee Resource Groups

It’s one of the oldest sayings in the book and it’s as true as ever: Success is not about what you know; it’s about who you know. And _______.

Answer 29

who knows you

Question 30

Internal Networking: Employee Resource Groups

The start of employee resource groups (ERGs), also known as ______ groups, is attributed to Joseph Wilson, then CEO of the Xerox Corporation, who formed a group with Black employees in 1964 following race riots in Rochester, New York, where Xerox was founded and headquartered. The group’s goal was to address discrimination and create a fair corporate environment.

Answer 30

affinity

Question 31

Internal Networking: Employee Resource Groups

Today, 90 percent of Fortune 500 companies have ERGs consisting of groups for people with a wide variety of identities,

Answer 31

this to show how most successful companies are now seeking to be more inclusive and empathetic to more peoples situations.

Question 32

Internal Networking: Employee Resource Groups

The “___” is to signify to their ERG group that even though they do not identify as a member they are there to support.

Answer 32

“plus”

Question 33

Internal Networking: Employee Resource Groups

Patricia Milligan, senior partner and global leader at Mercer, has said, “At the most respected multinational companies, the single class not represented from a diversity and inclusion perspective is ________.

Answer 33

older workers

Question 34

Internal Networking: Employee Resource Groups

Being an inclusive leader requires ________, even—or especially—when it can be uncomfortable.

Answer 34

transparency

Question 35

Internal Networking: Employee Resource Groups

If you or your organization don’t know where to begin to address or remix your employee diversity and ________, Riley recommends finding a consultant—external if you are in a small organization or possibly internal in a large one—who is multiply marginalized and as different from you as possible.

Answer 35

inclusion efforts

Question 36

Internal Networking: Employee Resource Groups

CREATE—AND CELEBRATE—MIXED-GENERATION TEAMS AND TASK FORCES.

Consider putting together ______ to document how employees of all ages and tenures contribute to your organization together.

Answer 36

case studies

Question 37

Internal Networking: Employee Resource Groups

BOND MORE INCLUSIVELY.

Another __________ is how to plan a team bonding event that is truly inclusive. It is impossible to plan an event that incorporates the preferences of every single person, but no doubt most events could be far more inclusive than they are now.

Answer 37

common dilemma

Question 38

Internal Networking: Employee Resource Groups

BOND MORE INCLUSIVELY.

Issues to Consider when wanting to make events inclusive;

1)
2) events are accessible to people with different abilities
3) planning events that take place at different times of day?
4) Are you varying the kinds of activities you offer for different interests?
5) Are you incorporating a social media element?

Answer 38

1) make sure all attention feel welcome, valued, and safe.

Question 39

The Personal Networking Remix: Lunch Is Dead and CrossFit Is the New Golf

I find people of mutual interest who are generous in their conversation. On Twitter, we are not limited by geography, or age, or gender, or ability, or education.“So, like a good guest at a cocktail party,” Kelly continues, “I had been listening and engaging in conversations with Tom Peters on Twitter.

Answer 39

Kelly talking about a relationship that flourished online and because an in person relationship that was cross-generational and made doing something other than golf.

Question 40

The Personal Networking Remix: Lunch Is Dead and CrossFit Is the New Golf.

REMIX YOUR EXISTING ACTIVITIES.

For example, maybe you are involved in a not-for-profit, but you currently spend all your time with fellow members of the board. What if you got in the field with the volunteers for a project or two to expand your work with the organization and meet some new people? Conversely, if you like to volunteer but have not taken on a leadership position, try joining a committee or stepping up to a role with ___________. You will expand your skill set while also diversifying your existing professional and personal network.

Answer 40

more responsibility

Question 41

The Personal Networking Remix: Lunch Is Dead and CrossFit Is the New Golf.

ASK FOR INTRODUCTIONS.

If you are less experienced in your industry and you’d like to “________” your networking to meet more experienced professionals, Kelly advises that you lean on your mentoring relationships and more senior colleagues.

Answer 41

“level up”

Question 42

The Personal Networking Remix: Lunch Is Dead and CrossFit Is the New Golf.

ASK FOR INTRODUCTIONS.

When you know exactly what communities, committees, or organizations you want to be part of, be focused and ask for a specific referral or _______. Don’t be shy.

Answer 42

introduction

Question 43

The Personal Networking Remix: Lunch Is Dead and CrossFit Is the New Golf.

FIND NICHE COMMUNITIES ONLINE.

The best way to do this is to find hashtags and chats around the things you are interested in

Answer 43

Find niche communities online

Question 44

The Personal Networking Remix: Lunch Is Dead and CrossFit Is the New Golf.

FIND NICHE COMMUNITIES ONLINE.

And then, if anyone interests you, you can reach out through a direct message and continue the conversation privately or even off-line.

Answer 44

connect over specific discussion topics and questions

Question 45

The Personal Networking Remix: Lunch Is Dead and CrossFit Is the New Golf.

TRY A NEW SCENE.

According to the National Golf Foundation, golf participation has fallen nationally by __ percent since 2003.The numbers of people eating out for a business lunch at a restaurant is following the same trend. In 2018, Americans made 433 million fewer trips to restaurants during lunchtime, representing the lowest level of lunch traffic in at least four decades.

Answer 45

20 percent

Question 46

The Personal Networking Remix: Lunch Is Dead and CrossFit Is the New Golf.

TRY A NEW SCENE.

What is the remix of doing business over golf or lunch? Several different kinds of activities are picking up the slack, proving yet again that one size fits none. One hot new professional networking trend is “_________,” or doing business while exercising—usually at trendy fitness spots like CrossFit, SoulCycle, Flywheel, Barry’s Bootcamp, or Orangetheory.

Answer 46

sweatworking

Question 47

The Personal Networking Remix: Lunch Is Dead and CrossFit Is the New Golf.

TRY A NEW SCENE.

More than a few professionals, across generations, have told me that the word gives them the “ick.”

Answer 47

Networking. A word rarely used because it is now looked down upon.

Question 48

CHAPTER 8: KEY TAKEAWAYS

1) The mentoring remix involves mentoring that flows in all directions, from senior to junior person, junior to senior person, and ________.

Answer 48

peer to peer

Question 49

CHAPTER 8: KEY TAKEAWAYS

2) ________ is as important as ever to all generations. Seventy-five percent of executives point to mentoring as playing a key role in their careers, and university graduates say their most desired training and development opportunity is working with strong coaches and mentors.

Answer 49

Mentoring

Question 50

CHAPTER 8: KEY TAKEAWAYS

3) Reverse mentoring involves a __________ employee providing guidance and insight to a more experienced employee. This is particularly valuable if you are in an industry that serves a younger demographic of clients or customers or you want to serve that cohort.

Answer 50

less experienced

Question 51

CHAPTER 8: KEY TAKEAWAYS

4) Co-mentoring is yet another option and involves employees from two different generations coaching and _______ one another.

Answer 51

advising

Question 52

CHAPTER 8: KEY TAKEAWAYS

5) When implementing any kind of mentoring program, formal or informal, do provide some training and _________ to foster success. This might include a list of ground rules, assignment of logistical responsibility to one person, or scheduling shared events to help relationships grow.

Answer 52

guidelines

Question 53

CHAPTER 8: KEY TAKEAWAYS

6) In addition to more long-term mentoring relationships, consider adding _______ moments to your regular routine. Think of all the opportunities you have in your personal or professional life to gain intergenerational insights and share some of your own simply by asking good questions and engaging in a dialogue with someone who is different from you.

Answer 53

micro-mentoring

Question 54

7) Beyond mentoring, now is the time to build a more cross-generational professional network. Try engaging in dialogue in _____ communities on social media, participating in new activities outside of work, and asking for introductions from people in your network to a wider variety of people.

Answer 54

niche