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June 2015 HRMonthly 41
MENTOR. MENTEE .
Each month we talk to a pair who have
participated in the AHRI mentoring program.
MENTOR: GERARDINE RUDOLPHYFAHRI
CURRENT JOB TITLE: LECTURER, COLLEGE OF
BUSINESS, JAMES COOK UNIVERSITY
MENTEE: ROSIE BRIGHTMAHRI
RECENT GRADUATE OF THE AHRI CERTIFICATE 4
IN HUMAN RESOURCES
Q TELL US ABOUT YOUR
I always say I stumbled into HR
as I have a background in sales
and business improvement. More
recently I’ve focused on workforce
planning, organisation culture and
continuous improvement, and as a
lecturer I have the opportunity to
work with future HR professionals!
Q WHY DID YOU DECIDE TO BECOME A MENTOR?
The mentoring program provides a great opportunity to be
par t of AHRI’s vision for the continuous development of the
profession. Additionally, I live a long way f rom my state capital
and know that living in regional towns can make it difficult
for people to find a mentor. I’m used to building ‘vir tual
relationships’ mentoring people from other towns or states.
Q WHAT HAVE YOU LEARNT FROM ROSIE?
Rosie has reminded me of the power of resilience and being true
to oneself. Rosie’s commitment reaf firms that if you are going to
be part of a program such as this, you put your whole self into it.
Q WHAT DO YOU HOPE ROSIE HAS TAKEN AWAY FROM THE
I hope Rosie has a greater awareness of her qualities and
strengths and the contribution she makes to a professional team.
I’ve also seen Rosie become quite proficient at reflective practice
and obser ved the way she is able to adopt new perspectives on
situations that might previously have f rustrated her.
Q WHAT ARE YOUR RECOMMENDATIONS FOR LONG-DISTANCE
It’s not really any different to face-to-face mentoring. You still
have to commit to build the relationship. I’ve found setting
meetings every two weeks for the first three months really
beneficial for long-distance mentoring. Given the technology
available to us, it’s possible to ‘meet’ any where, leading to fewer
cancelled or rescheduled meetings. If you can meet face-to-face,
too, that enhances the relationship. Rosie and I were fortunate
to be able to meet once during the year and we had our final
meeting over lunch in a cafe near her workplace.
Q WHAT DID YOU GAIN FROM THE
My most important lesson has
been the value of reflecting on
my learning and using that as a
platform for planning future moves.
We also worked on identifying
my core strengths. I gained a
greater sense of the personal
and professional qualities that I
contribute within the workplace.
Coming from a marketing background, writing copy,
forecasting sales and product management, I decided to
transition to a career in human resources quite late in my
working life. Gerardine encouraged me to look at my strengths
when assessing which way to go. This process evolved from
a focus on learning and development on to data metrics and
workforce planning. The mentoring process has benefitted my
overall professional development, not only within HR.
Q TELL US ABOUT YOUR FIRST MEETING WITH GERARDINE.
Prior to the meeting, Gerardine asked me to think about what I
wanted to achieve from the mentoring relationship during the
year and then we discussed different approaches to achieve my
goals. She encouraged me to star t a process of reflecting on my
achievements and looking forward. This has been a valuable
tool to monitor progression.
Each meeting we agreed on tasks for me to complete by our
next meeting to keep me heading in the correct path for me. I
think we were ver y well matched.
Q HOW DID YOU CONDUCT THE RELATIONSHIP ACROSS
For the first three months, we had fortnightly one-hour
telephone meetings. Af ter that, we reduced the conversations to
one a month. We have never missed a meeting. Gerardine and I
met in person during the program once and also met for lunch to
conclude the program. This was a par ticularly nice way to close
the year. During each meeting, we would agree on homework,
such as research, and testing new practices.
We both agree that the distance between our locations was a
benefit, because we have been able to maintain our relationship
without adding travel time to our meetings.
Q WHAT ADVICE WOULD YOU GIVE A MENTEE ABOUT TO START
Don’t be afraid of making the commitment. It is really important
for your own development to be an active par ticipator in the
process. Try to be consistent and attend all meetings so you
don’t miss out on any of the benefits.
“I’M USED TO BUILDING ‘VIRTUAL
PEOPLE FROM OTHER STATES”
LECTURER, JAMES COOK UNIVERSIT Y
Whether you are a mentee
wanting to excel in your
current position or a
looking to develop your
coaching and mentoring
skills, AHRI ’s members-
only mentoring program
will give you valuable
insights from the sharing
of advice, knowledge and
www.resourcearchitecture.com.au | for a free consultation call us: 03 9604 6666 | email us: firstname.lastname@example.org
Make the most of your
Applications for Intake
2 of the 2015 AHRI
Mentoring Program will
close September 1.
For more information on
the program, visit ahri.
22/05/2015 4:29 pm
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