Mentoring arrangements that grow organically often involve leaders and managers offering to mentor less senior colleagues who look like them – i.e., white male leaders are most likely to offer to mentor other white men. Finding a mentor can be a challenge for women who work and aspire to career growth in the energy and environment sectors – even as those women, under-represented in the energy and environment sectors, typically navigate more workplace challenges than their male peers.
NEWIEE is currently running its fifth cycle of our mentor/mentee pairing program, with 31 pairs – 62 women in total! – participating. The mentor/mentee pairs meet at least monthly over six months through the NEWIEE program, choosing virtual or in person engagement. While there is no obligation to continue the mentoring relationship beyond the six month mark, we know from prior cycles that many pairs do remain in regular contact for months – and in some cases years – afterwards.
We hear from members that the opportunity to participate as a mentee is something that they value very deeply. Some mentees note that having a mentor who is not within their own company or organization is especially freeing. We also hear that our mentors learn a lot from their discussions with their mentee. Although the emphasis is on supporting the mentee’s growth, it seems that a side benefit is Gen X gaining more understanding of how millennials think about the workplace and their careers!
And while we are thrilled that this program is already delivering a lot to participants, we constantly act on the feedback we receive from our annual surveys to make the experience even better. This year, NEWIEE’s mentor/mentee pairs receive two prompt questions every month that they can choose to incorporate into their next meeting if they wish.
Prompt questions span a variety of topics that may present challenges and opportunities for women. This month’s questions were: Working hard doesn’t necessarily mean our work is noticed and appreciated by leadership. What are appropriate ways to self-promote while remaining grounded? And what are good strategies for connecting with key leaders inside the company, including people outside your own chain of command?
Topics covered in prior months include finding time and space for individual improvement, making smart decisions about delegating versus putting your own time and energy into an effort, and managing up. Coming up in the next couple of months (spoiler alert!) are soft leadership skills with people who are not your direct reports, what gives you strength in challenging work situations, and pursuing balance in your personal life and work.
If all this is new to you and you are interested, make sure you are subscribed to NEWIEE’s newsletter and keep your eyes open in the first quarter of 2023 when we’ll ask for those who are willing to be a mentor to indicate their interest, and subsequently for potential mentees to apply to the program. And if you are involved in the mentoring program this year – or if you participated in a prior year – a heartfelt thank you for helping make this a vigorous NEWIEE program. Our success in mentoring truly relies on the fabulous NEWIEE community!
