Home' HR Monthly : March 2015 Contents CAREER PARTNER
Each month we taU< to a pair who have
participated in the AHRI mentoring program.
MENTOR: SANDRA BLACK
CURRENT JOB TITLE: HR CONSULTANT
Q. TELL USABOUTYOUR
I'm currently working on a number
of contracts and projects, including
investigations and HR set-up for
small businesses. I had previously
been employed as an H R manager in
various industries such as training,
hospitality, retail and not-for-profit.
Q. WHY DID YOU DECIDE TO BECOME A MENTOR?
In previous roles I had a team of junior H R staff and enjoyed
passing on my experience and knowledge in order for them
to build theirs. I had moved into a role where I had limited
mentoring opportunities, so I decided to take on an official
mentee, and was pleased I did.
Q. WHAT HAVE YOU LEARNT FROM KIM?
I have learnt so much from Kim. Because she was so enthusiastic
at each catch-up meeting, I was able to enter into each
conversation fully, and mentally leave behind the long list of
tasks still to do. I looked forward to each meeting because it was
like catching up with a friend, but discussing issues and concerns
at work and working through some options for resolution.
Kim also reminded me of the importance of preparation and
organisation. She came to each meeting very prepared with a list
of discussion points, which kept us on track.
Q. WHAT DO YOU HOPE KIM HAS TAKEN AWAY FROM THE
I hope Kim felt a level of support and learnt that resolution
of workplace issues takes a clear head, and that sometimes
discussions with others confirms you knew the answer. You just
need confirmation you are on the right track.
Q. WHAT ARE YOUR RECOMMENDATIONS FOR MENTEES TO
GET THE MOSTOUTOFTHE EXPERIENCE?
Be prepared and be open - admit to your mentor your fears and
concerns in situations, as this will assist with an open, honest
dialogue that will help develop the best possible outcomes.
ARD TO EACH MEETING
S LIKE CATCHING
UP WITH A FRIEND."
HR CONSULTANT, SANDRA BLACK
Whether you are a
mentee wanting to
excel in your current
position or a seasoned
professional looking to
develop your coaching
and mentoring skills,
will give you valuable
insights from the sharing
of advice, knowledge
For more information on
the program, visit
MENTEE: KIM MANNERING
CURRENT JOB TITLE: GENERAL MANAGER OF HR,
CENTRAL AUSTRALIAN ABO RIG I NAL CONG RESS
Q. WHAT HAVE YOU GAINED FROM
THE MENTORING EXPERIENCE?
Receiving support and advice
from a highly experienced
H R professional has been
invaluable through a significant
career transition. My mentor
and I have developed a solid and
Q. WHAT'S THE MOST IMPORTANT LESSON YOU HAVE TAKEN
AWAY FROM THE EXPERIENCE?
That the most valuable opportunities for growth come from
experience. Regular self-reflection and having your views
or actions challenged by your mentor, who is independent
of a situation, lets you maximise your learning from these
key events. I continue to apply this approach to my own
development and through coaching others.
Q. TELL US ABOUT YOUR FIRST SESSION WITH SANDRA.
We discussed each other's professional background and
got a sense of what made each other tick and the common
ground, and set up our expectations and goals for the
programs. I remember being instantly inspired by the reason
my mentor entered the profession, and this set the tone for
the start of our relationship.
Q. HOW OFTEN DID YOU MEET AFTER THAT?
Approximately once a month, or more frequently if we felt we
needed to spend some more time on a particular item.
Q. WHAT WOULD YOUR DREAM HRJOB BE?
Anything that that offers an opportunity to solve the big
challenges for an organisation when it comes to its people.
Q. WHAT ADVICE WOULD YOU GIVE A MENTEE COMPLETING
Sign up for the next intake - you won't regret it! Take the lead
early in setting up expectations of how the relationship should
work and what you want to achieve. A structured approach to
the program and meetings enables both the mentor and the
mentee to be of most value.
For regional or remote-based H R professionals, seeking a
mentor outside your geographical area is a great way to get a
different perspective. If possible, try to have at least one face-
to-face meeting early in the program, and video conferencing or
phone work is great forthe remainder of the meetings.
Remote HR professionals have so much to gain from the
program, including expanding networks in ways that may not
be available in your local area or within the range of expertise in
MARCH 2015 HRMonthly 41
Links Archive February 2015 April 2015 Navigation Previous Page Next Page