Results demonstrate that mentoring is associated with a wide range of favorable behavioral, attitudinal, health-related, relational, motivational, and career outcomes^[2].  Your insight, lessons learned and guidance can have a positive effect on both protégé and organizational performance.  Transitioning military personal, parents heading back to the workforce or graduating college students trying to figure out their place in the world can benefit from sound advice and mentoring from a caring and usually more mature and experienced person.

Time and time again I encounter people at various stages of their career who have never had a mentor.  Several people have shared their stories of regret for never having had any kind of a mentor/protégé relationship.  Some share about the loss of years that could have been much more productive had they had at least some kind of mentoring.  Many people know what mentoring is, but lack the knowledge or wherewithal to inquire about finding a mentor or joining a company mentoring program, but that’s where the mentor can come in.

Sometimes it’s up to the potential mentor to reach out or at least make it known that mentoring is available.  There are many mentoring resources, but often it takes that one caring and concerned individual to connect with a prospective protégé to get things started.  So, let’s get things started, below are a couple of mentor resources for both mentors and protégés to investigate.  I hope this helps anyone out there, mentor or a protégé in need of mentoring.  So, give the gift of mentoring, a gift that can last a life time.

For veterans – Veteran eMentor Leadership Program –  https://www.ementorprogram.org/veteran-ementor/

For everybody – http://www.nationalmentoringresourcecenter.org/

[1] https://www.merriam-webster.com/dictionary/mentor

[2] https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2352144/

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Happy Thanksgiving everybody!

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Changing Demographics

Our nation is experiencing a wave of changing demographics that are occurring faster than some experts predicted. This aspect, joined with a rapidly growing world population, is resulting in subsequent increased competition for resources and market share. Couple those aspects with the global business initiatives of other countries around the world and the business case for diversity and inclusion becomes infinitely more important. Hence, we need business strategies that include the types of outcomes that diversity and inclusion programs can provide. Subsequently, these strategies are being developed.

Diversity and Inclusion in Business Strategies

Organizations are claiming that they are going to incorporate diversity and inclusion into their business strategies and that their new diversity and inclusion efforts will be tied to the overarching organizational goals and objectives. In many cases, the CEOs of these same organizations are claiming that they will personally lead these efforts, and will provide the necessary and adequate resources required to make these contemporary endeavors resounding successes. But without introspection, without a thorough personal inventory on the part of these leaders, of how they feel about self and other people, I fear many diversity and inclusion initiatives will fall by the wayside. As a leader myself, I have personally experienced such a process, I can attest to the moments of realization of self and others and the awakening that such programs can provide through dedicated and serious introspection. Again, it begins with self.

Diversity and Inclusion Strategies

Diversity and inclusion strategies provide instruction on how to measure the effects of said diversity and inclusion programs and how we must hold individuals accountable to the organization’s diversity and inclusion objectives. These are key components, but without leaders and organizational members who understand the advantages of embracing and fully engaging the concepts and practices of diversity and inclusion, we may never fully realize the potential of the very people who make up our organizations and communities. Such strategies and programs borne out of the visions of contemporary and committed leaders, coupled with adequate resources while aligned with the overarching goals and objectives of the organization can be and are successful. Diversity and inclusion strategies can capture the talent we require, but again, it begins with self.

The inclusion of diverse people

The inclusion of diverse people leads to the capture of diverse talent, a talent that is in high demand around the world today. The practice of empathy, a key component of inclusion, allows for the possibility of substantial returns on investment in terms of not only the quality of life for stakeholders but also in enhanced productivity and market share. Furthermore, respecting and valuing the dignity of others allows people to become recognized for their talents and potential talents, instead of being prejudged because of their color, race, gender, national origin, religious preference or any other description in an endless list of difference that could be cited here.
When leaders begin to embrace the exterior sights, sounds and manners of people different from themselves they can begin to see the knowledge, skills, abilities and potential that all people possess. By learning about self, one can begin to learn about others, and in doing so, leaders can learn to have those courageous conversations that are required if real progress toward inclusion is to take place. If leaders do not first take hold of their own stereotypes and biases, they likely may never get past those deeply held and often incorrect beliefs and fears that may prevent any real sustainable inclusion. These leaders will miss the best and most important aspects of the very people they could be included in their teams and in their organizations, right now.

Diversity and inclusion efforts around the nation and world are growing as leaders and organizations are realizing that advocating diversity and inclusion enhances their overarching business cases and strategic outcomes. These leaders and organizations are right! Recognizing, accepting and leveraging the talents of all peoples are important and will add value to the organization. Nonetheless, without first understanding self, any real efforts to change the organizational culture into one of full inclusion will struggle to succeed. Hence, it begins with self.

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On this Veterans Day I pause to reflect upon my own military career and the men and women who I served with for over 28 years in the US Army. The soldiers, sergeants and officers I had the honor to serve with were an amazing group of inclusive and diverse people from across the country and around the world.

I often marveled at the ingenuity, professionalism, toughness and determination of those people who freely offered to serve the American people and who in many cases sacrificed significantly, and some cases ultimately… I miss you guys…

Our nation is incredibly fortunate that we have sons and daughters who continue to willingly step up and serve our great nation and its citizens. We truly owe every veteran past and present a debt of gratitude to its military members and our veterans who have served and who continue to serve America today.

Thank you Veterans!

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Hello World!  And welcome to our blog!  Greg Jenkins Consulting is passionate about helping teams and organizations become more inclusive and higher performing.  Stay tuned for more!  And thanks for stopping by!  – Greg

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