A Mentoring Story

For $413 million/37,000-member Educational Community Credit Union, with 145 full-time equivalents in Kalamazoo, Mich., a leadership and mentoring program is part of its progressive performance management approach. VP/Human Resources and CUES member Arlene Horton shares this story:

“An employee came to us from a much larger organization where her position required significant travel. She was a highly talented and motivated individual but had a young family. Accepting a position at Educational Community CU, while more beneficial for her family, meant taking a step back in her career. The employee was, however, up front about wanting to grow back into her previous level of work within five years.

“For us to put her on a track like this, we first decided to ask her to be part of our mentorship program (as a mentee). Here, the employee would gain a mentor for relationship building, someone who could further develop her leadership skills and the opportunity to practice her skills.

“Our mentorship program is also quite fluid between the employee and mentor. It’s time devoted to an exchange of ideas, with opportunity for additional outside training.

“In just two and a half years, it appears this particular employee will not only meet her five-year timetable but, more than likely, exceed it. We’re thrilled because we’ve gained a phenomenal employee who can grow with us while she is benefiting from a job that fits her better personally. She has also proven her ability, gained the respect of others as a leader, and shown that she is a professional with drive, passion, and the ability to lead others.”

Her mentor provided guidance and impact with specific activities:

• Self-monitoring exercise: The employee monitored her time for a full week, charting all waking time including both personal and work activities, looking for “wasted time.” She shared her calendar with both her mentor and Horton. It was noted that every minute of her time was scheduled. The employee says it was a terrific exercise and recommends all leaders and potential leaders do this.
• Create a goal board: The board was used to illustrate and visualize personal and work goals and career development. (She shared the picture above.)
• Positivity exercise: The mentee prepared a list of 35 positive things going on in her life and put them in at least three places where she could see and read them daily. She posted a typed list, put sticky notes in her car, wrote them in her daily journal, and included the list in her phone.
• Detailed phone meetings: During the times she and her mentor met, which included many phone meetings, they discussed what had been happening in her career/work and personal life. They would also review goal progress, discuss accomplishments and if a goal was not attained and why. (Note: sometimes goals aren’t attained within an original timeline because something happens in life. Additionally, the goal may change, or the timeline adjusted for a particular goal.)
• Read books:  Procrastinate on Purpose by Rory Vaden (her favorite!); Take the Stairs by Rory Vaden, and Leading Teams by James Dyke. The mentor and mentee would discuss each book and how to implement what she had learned. 
• Created development opportunities: The employee joined the Association for Talent Development and attended numerous training sessions.

With 25 years of marketing and communications experience, Stephanie Schwenn Sebring established and managed the marketing departments for three CUs. As owner of Fab Prose & Professional Writing, her focus is on assisting CUs and industry suppliers with their communications needs.