Mentoring: Tuesday, May 31, To connect to audio from a direct line: Type in your phone number when prompted. You will be called on this number.

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1 Mentoring: How Businesses are Making it Work Tuesday, May 31, 2011 To connect to audio from a direct line: Type in your phone number when prompted. You will be called on this number. If your number contains an extension: When the audio prompt pops up, hit CANCEL then DIAL # Both options: Press 1# for English, then enter #

2 SPEAKERS Moderator: Presenters: Dorene Weston Full Circle Consulting Inc. Kari Giddings Employee Relations Advisor Canadian Pacific Rail Joe Marini Associate Vice-President Human Resources, Organization Development TD Bank Group

3 Agenda 1. Skilled immigrant context 2. Mentoring as a solution 3. Benefits to mentors and business 4. Leading the way in Calgary 5. Taking mentoring national at TD 6. ALLIES Mentoring Conference 7. Q & A 8. Feedback survey

4 Skilled immigrant context Canadian population is aging, birth rate is declining About 250,000 immigrants come to Canada each year Skilled immigrants make up the largest group Only 40 per cent are able to find jobs relevant to education and experience Immigrants face several barriers

5 Mentoring as a solution Connects skilled immigrants to professionals in similar occupations or industries Opens networks Allows skilled immigrants to build relationships that lead to employment 80% found jobs after being mentored 85% of those in their field 67% experienced a boost in salary after being mentored

6 Benefits for mentors Improved coaching skills Stronger leadership and communication skills Better performance in diverse teams

7 Research findings Before and after mentoring a newcomer Area of change Before After Change Understanding barriers faced by skilled newcomers Appreciation for skills, assets that newcomers bring to Canada Actively promotes case for integrating skilled newcomers among co-workers Would hire or refer skilled newcomers with right skills Confidence that they can work effectively with a recent newcomer 52% 95% + 83% 65% 89% + 37% 45% 79% + 76% 76% 95% + 25% 67% 89% + 33% 2008 research findings

8 Benefits for the company Enhances leadership skills and cross cultural competencies Builds skills that boost performance in a multicultural workplace Increases understanding of clients who are also newcomers Contributes to employer branding Raises awareness of skilled immigrant talent pool

9 Turn-key solution Local immigration employment councils: Provide marketing material Deliver information sessions to employees Provide mentor orientation Provide coaching and support to mentor and mentee Provide media coverage opportunities

10 Canadian Pacific Rail: Informal mentoring Managers act as informal mentors to skilled immigrants at CP on work placements Benefits of these placements include: Augmenting diversity initiatives Raising CPs employer profile Exposing managers to potential candidates Helping managers build mentoring and cross-cultural skills

11 Canadian Pacific Rail: Making it formal CP joined the Calgary Region Immigrant Employment Councils Mentoring Partnership CRIEC provides workbook and workshops for mentors Co-ordinator supports mentors and mentees throughout relationship Guidebook helps mentors and mentees identify goals, set expectations and create action plans CRIEC training sets expectations for mentors, helps them prepare for meeting their mentees

12 Canadian Pacific Rail: Overcoming challenges Internal mentor support group CP mentors share ideas and resources Also engages employees on mentor waiting list Making the time Mentors must clear time commitment with managers Some roles dont allow for flexibility but employees willing to mentor on their own time CP employee Joyce Ng is recognized by her manager for her mentoring efforts

13 Canadian Pacific Rail: The business case Large group of employees eligible to retire soon Mentoring is a way to tap into sources of skilled talent Allows CP to be more reflective of Canadian society Employees more responsive to customers of different backgrounds

14 The National Mentoring Initiative Going national has many benefits: Employees, regardless of location, able to reap benefits of being mentors Access to mentoring programs with common core criteria Respects local realities

15 TD Bank takes mentoring national TD Bank Group joined The Mentoring Partnership in Toronto in 2004 More than 700 mentors Supported ALLIES National Mentoring Initiative to make the following available to programs across Canada: On-site coaching Centralized training program and resources for mentoring managers Print, audio and video resources for mentors and mentees National quality assurance framework

16 TD Bank: Performance and Development culture Employee owned and leader / manager enabled Links business and people strategy Comprehensive development orientation Aligned with career, resource and succession planning activities

17 TD Bank: What is Mentoring? One of many on-the-job development activities that can increase engagement and performance Learning occurs through the exchange of ideas, knowledge, experiences and challenges Business: leverage the strengths of their employees, and maximize scarce resources. Employees / mentees: achieve development objectives Mentors: leadership skills, personal satisfaction, Organization: knowledge transfer, capability, enhance culture

18 Session 8 & Final Wrap-up Review of progress, goals achieved and new goals set Maintain informal network TD Bank Group: Mentoring lifecycle Session 1 Explore commitment to learning in a relationship Stage 1: Prerelationship determining: "am I ready to learn Sessions 2 & 3 Find out about each other and discover strengths Identify personal development goals Sessions 6 & 7 More time spent discussing issues; understanding context; how decisions are made Stage 5: Ending and re-defining the relationship with new goals Stage 4: Deeper exploration of experiences and strategic goal setting Stage 2: Beginning the relationship: getting to know each other Stage 3: Building the social relationship, clarifying goals and technical learning Sessions 4 & 5 Begin to share knowledge and experiences Question, identify challenges and opportunities

19 TD Bank: Lessons learned Sponsorship Women in Leadership initiative Mentors are key Flex design common themes, not a curriculum Test and learn

20 ALLIES National Mentoring Conference Strong leadership critical to success Structure and support lead to stress-free mentoring experience Focus on building partnerships Need better evaluation of mentoring Increase mentor support

21 Q & A Please type questions in the chat box on the lower left hand corner of your screen.