Home' HR Monthly : April 2015 Contents April 2015 HRMonthly 41
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,
mentoring or email
MENTOR. MENTEE .
Each month we talk to a pair who have
participated in the AHRI mentoring program.
MENTOR: ROSEMARY GUYATTCAHRI
CURRENT JOB TITLE: PROFESSIONAL/CAREER
DEVELOPMENT MANAGER AT IBM
MENTEE: ALISON BAXTER CAHRI
CURRENT JOB TITLE: HR BUSINESS PARTNER AT
Q. TELL US ABOUT YOUR
My HR career has spanned 25
years, across government, retail,
recruitment and IT sectors,
in var ying roles. My current
job focuses on driving and
implementing programs in our
ser vices business to promote the
breadth of career opportunities at IBM, and specifically to build
skills to meet clients’ needs. I also provide career coaching to a
range of people (friends/family/colleagues) and this experience
has sharpened my interest in supporting others to better manage
work, career choices and decision-making.
Q. WHY DID YOU DECIDE TO BECOME A MENTOR?
I star ted mentoring when I realised I had useful knowledge and
insights to share. I have been par t of formal mentoring programs,
and also a lot of informal mentoring, over the past 20 years.
Q. WHAT HAVE YOU LEARNT FROM ALISON?
Alison could write the tex tbook on managing mentoring
relationships. She had clear goals and plans for each meeting.
She emailed documents in advance, set up meetings with
enough notice, and was also both open and discreet in relation to
Q. WHAT DO YOU HOPE ALISON HAS TAKEN AWAY FROM THE
I hope that Alison has found the experience has suppor ted
her work projects and provided her with a new perspective.
For the future, I’d like to think I’m just a phone call or email
away from providing an opinion or some quick coaching
Q. WHAT ARE YOUR RECOMMENDATIONS FOR MENTEES TO
GET THE MOST OUT OF THE EXPERIENCE?
Think clearly about what you are looking for out of the
relationship. Consider if there is a natural rapport. If not, you
may want to consider looking for someone else.
Q. WHAT DID YOU GET OUT OF THE
It has been invaluable providing me
with more than just career planning
and development. My mentor has
assisted me with national projects
I’m leading. Our meetings were
flexible and tailored, allowing me
to explore and workshop ideas.
Q. WHAT’S THE MOST IMPORTANT LESSON YOU’VE
Having largely worked for professional ser vices firms, it has
been great to also gain a different perspective f rom within a
large-scale multinational organisation.
Q. TELL US ABOUT YOUR FIRST SESSION WITH ROSEMARY.
It was focused on getting to know each other personally
and professionally. We discussed our expectations and the
frequency of meetings, where we would meet and which forms
of communication we would use.
Q. HOW OFTEN DID YOU MEET?
Bi-monthly in person, although we contact each other
occasionally via email to exchange ar ticles of interest, etc.
Q. WHAT IS YOUR DREAM HR JOB?
Ideally, a role where interesting and meaningful work continues
to challenge me, I have visibility and credibility with the
leadership group, and I’m supported by a great HR team.
Q. WHAT ADVICE WOULD YOU GIVE A MENTEE COMPLETING
I’ve used the opportunity for career development and advice
on strategic HR initiatives/subject mat ter. A s I’m in a generalist
HR role, I didn’t want to use the valuable mentoring sessions
on operational issues because I have a supportive team and
manager, and an external network I can access for this type of
advice. Work out what you want to use the opportunity for and
are able to get out of the experience.
“ALISON WAS BOTH OPEN AND
DISCREET IN RELATION TO OUR
ROSEMARY GUYATT CAHRI
CAREER DEVELOPMENT MANAGER, IBM
“OUR MEETINGS ALLOWED ME
TO EXPLORE AND
ALISON BAXTER CAHRI
HR BUSINESS PARTNER , FERRIER HODGSON
REGISTRATION NOW OPEN. AHRI MEMBERS SAvE ON REGISTRATION RATES.
TO VIEW THE SPEAKER PROGRAM AND TO REGISTER VISIT AHRI.COM.AU/INCLUSION
Proudly sponsored by
Organisations continue to display a keen interest in diversity practices and inclusive leadership as part of
building sustainable organisations and productive workforces.
But the challenge facing inclusion and diversity, and HR professionals, is how initiatives can gain traction and
attain visible results so these practices become business as usual.
Attend the AHRI Inclusion and Diversity Conference to hear from leading thinkers and AHRI Award winners,
many of whom will present case studies showing their organisation getting results in inclusion and diversity.
GRAEME INNES AM
Human Rights Commission
Executive Director People,
Learning & Culture,
23/03/15 4:54 PM
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