The Dignity of Work

Welcome to the Dignity of Work, where we discuss best practices with leading workforce practitioners around the country, in order to help people increase their quality of life.

E155: Good at Work: The Career Playbook for Leaders and Teams-Pivoting with Purpose: How to Navigate Career Transitions 04/01/2025

E154: Good at Work: The Career Playbook for Leaders and Teams-Same Team, Same Page – Building Sustainable Work Practices Through Feedback 03/18/2025

E153: Good at Work: The Career Playbook for Leaders and Teams- The First 90 Days: Creating Meaningful Onboarding Experiences" 03/04/2025

E152: Good at Work: The Career Playbook for Leaders and Teams-Building Belonging Before Day One 02/17/2025

E151: Good at Work: The Career Playbook for Leaders and Teams- Intro Episode 02/04/2025

E150: Advocating for Your Future Self: Series Finale 01/24/2025

E149: Cami Eakins Reveals her Guiding Word for 2025 12/31/2024

E148: Advocating for Your Future Self: Networking 12/10/2024

E147: Advocating for Your Future Self: Raising Your Hand 11/26/2024

E146: Advocating for Your Future Self: Sponsorship Part Two 10/30/2024

E145: Advocating for Your Future Self: Sponsorship Part One 10/22/2024

E144: Advocating for Your Future Self: Coaching Part Two 10/08/2024

E143: Advocating for Your Future Self: Coaching Part One 09/24/2024

E142: Summer Snippet Part Five: Navigating Election Stress - Self-Care Strategies for the Workplace 09/10/2024

E141: Summer Snippet Part Four: "On My Bookshelf" - Cami Reveals Her Summer Reading List 08/27/2024

E140: Summer Snippet Part Three: The Gumby Principle 08/14/2024

E139: Summer Snippet Part Two: Repairing, Rebuilding, and Restoring Trust as a Leader 07/31/2024

E138: Summer Snippet Part One: Harmony Revisited 07/24/2024

E137: Advocating for Your Future Self- Mentoring Part 2 06/24/2024

E136: Advocating for Your Future Self- Mentoring Part 1 05/27/2024

E136: Advocating for Your Future Self- Mentoring Part 1 In today’s episode, Lisa and Cami discussed mentoring, the difference between formal and informal mentors and how to go about selecting a Mentor and building your Circle of Influence. Below are the notes to help you get started: 1. Someone you respect & someone who respects you 2. Someone who will push you 3. Someone who will have critical conversations without hesitation 4. Someone who is invested in your success 5. Someone who is your champion A formal Mentorship has a bit more formality in the way that, they can sometimes be someone you don’t know and may not be ‘friends’ with but you are seeking specifically for mentorship. These can be paid or unpaid roles through an individual or sometimes a company. A formal mentorship will likely have: Clear Objectives: Formal mentorship programs often have predefined goals and objectives that align with the needs of the mentee, such as career advancement, skill development, or academic success. Structured Process: There is a defined process for matching mentors and mentees based on compatibility, expertise, and goals. The program may include formal training sessions or orientation for both mentors and mentees to ensure they understand their roles and responsibilities. Regular Meetings: Mentors and mentees typically meet on a regular basis, either in person or virtually, to discuss progress, set goals, and address challenges. These meetings may follow a predetermined schedule or be arranged ad hoc based on the needs of the participants. Goal Setting and Monitoring: Mentors and mentees work together to set specific, measurable, achievable, relevant, and time-bound (SMART) goals. Progress toward these goals is monitored and evaluated regularly to ensure accountability and track success. Feedback and Evaluation: Feedback is an essential component of formal mentorship programs. Mentors provide constructive feedback to help mentees identify areas for improvement and celebrate successes. Likewise, mentees may also provide feedback to mentors about their support and guidance. Support Resources: Formal mentorship programs often provide additional resources and support to participants, such as workshops, seminars, or access to networking events. These resources complement the mentorship relationship and enhance the overall learning experience. Duration and Closure: Formal mentorship programs may have a specified duration, after which the mentorship relationship is formally concluded. However, some programs allow for the continuation of the relationship beyond the initial timeframe if both parties agree. /episode/index/show/dignityofwork/id/31541752