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The Rocket Fuel for Your Career – Mentoring

Most know mentoring is important to career success, yet there are few organizations that have built effective programs. This is largely due the time intensive nature required in one-to-one mentorship, but also because mentoring is not built INTO company culture. At Share, we expect all leaders to mentor not as an additional responsibility, but as part of their core leadership function. This results in a culture by which team members receive consistent, constant mentoring throughout their career.

To be effective, mentoring should not only occur regularly, but be thought of as part of building a performance culture. For Share new hires, mentoring opportunities begin on Day 1, and each associate has at least one, if not two mentors by the end of their first month. Twenty-five percent of each leaders’ week is dedicated to mentoring team members.

Recently we interviewed two new Share On Purpose associates to understand first-hand how mentoring has rocketed their careers forward.

Taylor Jackson was interested in working with us specifically for mentoring. She was looking for insights, advice and best practices to create a roadmap to success. In Taylor’s prior position, she did not receive any mentoring, and was deeply aware of the importance it would bring to her career.

“The leadership at my last job was critical and not supportive. If we asked for help, they told us to go to workshops,” said Taylor. “It was my first position out of college, and I had to teach myself the ins and outs of my position. My hope was to find someone who would mentor me on how to be successful.”

Immediately after starting at Share, Taylor noticed the commitment to mentoring.

“Honestly I was surprised to find a company like this even existed. Although we work remotely, the leadership team is consistently involved in my success and the environment is very positive,” she said. “On the occasions where a mistake was, the leadership team simply helped me course correct to improve results. The focus was on improving results, rather than doing something wrong. The leaders even shared their best practices to assist me in accelerating progress.”

The encouragement Taylor received helped her advance quickly into new positions. She began as an apprentice, and is now working with the CEO to develop a new department that will serve multiple brands.

“I receive one-on-one mentoring from senior leadership, in particular R’ymonda Davis, on how to gain new skill sets, how to excel and how to quickly overcome any challenges,” said Taylor. “It’s a true team environment, with everyone working toward a common goal.”

Mentorship Surpasses Experience

For Jamen Sisk, the experience is similar, even though he is in a completely different role (business development) and comes from a totally different background.

Jamen admitted that prior to coming to Share he rarely received effective mentoring. With more business experience, the lack of professional mentoring is even more pronounced.

“In the past, the mentoring I received was very limited. I always felt like I was taking up someone else’s time, or that others did not want to take the time to ensure I was successful,” said Jamen.

Jamen believes that the reason the mentoring is so successful at Share is the culture.

“Even though I have a business development background, when I got to Share we had several accounts in an industry I was less familiar with. Thanks to the support of the team, and in particular Dharmini Patel, I came up to speed quickly,” said Jamen. “I received detailed, thorough explanations that equipped me to better serve our clients, and set me up for success.”

Jamen notes that he has been encouraged to step outside his comfort zone and to challenge himself to be progressive, and proactive.

“The team environment coupled with the supportive, on-going mentorship has improved my problem-solving skills, as well as my ability to think critically,” said Jamen. “As a result, I am better prepared to mentor new team members.”

Mentor to More

When asked about what she would tell others the importance of quality mentoring, Taylor had this to say:

“In general, the environment should be motivational. The executives should truly want you to succeed. I’ve never heard of a company whose executives meet with you so frequently to provide personal and professional development. It’s genuine, and the leaders take the time to develop each person. I think that’s amazing.”

Jamen added, “To fast track your career, there is no other place to come. The support and transparency is phenomenal. The culture lends itself to promoting success.”

Both Taylor and Jamen, while having different backgrounds, experiences and career paths, received the same quality mentoring, by different executives. That is intentional, because the culture is designed to develop leaders who want to grow, excel and achieve more.

Share On Purpose has several positions open for motivated people who desire rapid growth. To apply for one of our positions, simply visit our careers page of the website.

So You Want to Grow Faster?

If you like to advance your career quickly, the rest of the world can seem to almost stand still. It can be extremely frustrating to put your all into a job, only to find out you have to wait for an annual review in order to move forward.

Do you feel stuck or underappreciated? You know you’re ready for the next level, so why does it take so long?

Tired of Waiting on Someone Else?

Share On Purpose dumped the entire annual review process and opted for the ingenious Career Matrix (developed by Talent On Purpose), which lays out the specific skills each associate has to master in order to get promoted. It also outlines clear salary ranges for achievements at each level.

Patience Carter, a team member of the Share brand, Promote On Purpose, has been working her way through the Career Matrix.

“I’ve been with Share On Purpose since August of 2016, and in 8 months I’ve received 3 promotions. My salary increased by 53%. I decide how fast I want to grow, and our management team develops my skills through experience, opportunities and mentoring. My goal is to be at the Director level by Q4 of 2017.” – Patience Carter

Make It Happen!

You know you’re worth more, so why wait for others to appreciate you? It’s time to use your drive to find professional and financial success. Be ready to articulate why you’re ready to advance your career and in which direction.

  1. What’s your strength? Are you analytical, have natural leadership ability, can drive to great results? Do you love to win? These are all attributes that should be moving you forward quickly along your career path.
  2. Where is your passion? Do you enjoy an entrepreneurial environment? Do you love building teams, departments, or even companies? Embrace these traits!
  3. What do you really, really want? This seems like a silly question. Of course, you know what you want, right? Being ambitious, we tend to want what will move us forward more quickly, which may not be what we really want. It is worth the time and energy to sit down and focus on this question. Becoming clear on what you really want will make it easier to find a role that truly fits your strengths, passion and purpose.

Stop Waiting and Start Moving

Share On Purpose is an organization of high performers who want to advance quickly. They crave constant (and constructive) feedback, but prefer it is given in real-time as part of a career advancement process, rather than an HR-driven annual review policy. They also want real mentoring from executives and leaders who’ve walked in their shoes.

That’s why Share dedicates 20% of its top executives’ time to work with our team members: training, mentoring, and coaching. 20% – that’s one full day a week dedicated to growing talent.

Share On Purpose is planning on launching one new brand a year, and in order to develop the leadership team for those new companies (since promotions are predominately from within) we begin to prepare tomorrow’s leaders today. At Share, you grow as fast as you’re able to demonstrate the skills.

To learn more about working at Share On Purpose, simply click here to find the position that will start you on a career path where you’re appreciated and there are no limits.

 

The Power of Appreciation

It’s no secret that showing appreciation accelerates growth. In fact, in the US we have a March holiday specifically for employee appreciation (who knew?). Philosophically, we don’t agree with this annual holiday, because quite simply, we believe employee appreciation is not a one day event.

Because employees play a critical role in all types of businesses, it is our belief that appreciation should be an on-going effort, if for no other reason than it impacts the bottom line. Decades of Gallup research has consistently proven that the more satisfied employees are, the more likely it will correlate with customer satisfaction and shareholder returns. This is particularly true in service companies, where employees ARE the product – they produce the revenue through their individual and collective work.

At Share On Purpose, our cultural foundation includes what we call “acts of appreciation.” Acts of appreciation include: gratitude texts (messages), appreciation emails, private “thank you” conversations, financial rewards (Share Bucks™) and totems such as The Giving Keys which memorialize key cultural accomplishments. Our entire executive team role models frequent appreciation for staff members in order to ensure that we are consistently focused on the importance of every team member.

In addition to “acts of appreciation,” we eliminated the annual review system and instead opted for frequent mentoring, on-the-spot-coaching, and leadership development programs. This is extremely effective in our culture because of an ingenious system called The Career Matrix™ (created by Talent On Purpose) which gives employees a clear, predominantly self-directed, development path. The Career Matrix encourages each associate to seek feedback as part of their development path, rather than as an annual process. In essence, they seek the continuous feedback to advance through the matrix, and then focus their training efforts around the leadership skills needed to advance to the next level.

This process enables our executive team to spend their energy developing leaders rather than filling out annual review documents. Developmental coaching, as well as frequent feedback, is a key form of appreciation especially when it’s guided toward the career aspirations of employees, rather than an annual requirement.

These various forms of appreciation have attracted high performers in every segment of our portfolio, which in turn has accelerated our financial performance and growth. Additionally, it has created a culture that endures difficulty, embraces progress, and focuses on individual, team and brand development in a positive manner.

So, if your current company doesn’t appreciate you frequently, for example, they do not invest in your development, maybe it’s time to appreciate yourself and make a change. Start now by learning more about our open positions. Make every day appreciation day!