Ain’t Nobody Fresher Than My Clique…

By Sara Haile
MENTOR Maryland | DC Operations Manager

Happy Friday, Happy Fall!

Peer Mentoring. Let me guess, when you hear the term peer-mentor, you’re probably thinking of a youth a few years older, say in high school, mentoring a youth in middle school right? I mean by standard definition, you are correct, “peer mentoring is a form of mentorship that usually takes place between a person who has lived through a specific experience and a person who is new to that experience.” 

Lately, though, I have been thinking of peer mentoring in the workforce – specifically supervisor and employee relationships. We have all had our fair share of supervisors throughout our employment stages. It’s okay to admit, some supervisors may have left a bitter memory that you have chosen to advertently forget, and then there were those supervisors whose style you respected and wanted to emulate, or how about the supervisor that just held the title but did not teach, nor exert you to your maximum capability. As easy as it is to assess our previous (or even current, shhh) supervisors, let us turn the arrow back at us who serve as supervisors in some capacity. If I were to ask your team to complete a performance measure on you as their supervisor- what was the first emotion/thought/action that occurred? Are you fretting and biting your nails or sitting confidently with your head held high?  

The six core standards of practice in the Elements of Effective Practice can essentially ensue in the workforce. There is now a job opening within your organization. The mission and vision is what will (read; should) attract prospective employees during the recruitment effort. This is important, that as the supervisor, you are not the only one on your team who has comprehended the foundation of the organization ; ) Next up, you will screen the incoming applicants off an (equity) criteria basis that has been established by your organization.

You have now hired your newest team member. Congrats! Reduce the stress of on-boarding, by creating a sustainable efficient training, with the aid of the whole team. After all, they too underwent the similar process and can share a different insight from the supervisor. The 4th standard, matching and initiating, is having mandatory supervision sessions/one-on-one check-ins at least once a week with each individual you supervise. If possible, with organizations that have large teams, I would even encourage employees to pair up and have quick check-ins. Having supervision and peer check-ins, in addition to team meetings (with team building activities) are opportunities for supervisors, who want to be deemed great, to build trust, inspire, and motivate. However, having endless meetings is not the end all.

Supervisors, please, continuously monitor and support your team. Do you have professional development trainings carved in your budget? Is there a fair balance between administering tasks to your team and setting time aside solely to discuss their accomplishments? Remember, you can only be supportive if the team member you supervise can rely on you. This goes back to the question of how will your performance measure look from the perspective of the team you supervise. As much as we would love for our team to stay intact, there comes the point of closure. Does your organization administer an employee exit survey? Are the skills that were taught by you, transferrable elsewhere? Have you acquired knowledge or a new frame of mind with this work-ship you have cultivated? 

The team you are supervising should not be seen as a hierarchical relationship, but as a peer-mentor relationship. Ultimately, you are in that supervisor seat today, because you worked up the ranks. The standard definition of peer mentoring- “a form of mentorship that usually takes place between a person who has lived through a specific experience and a person who is new to that experience”- should be a continuous reinforcement. You will eventually have to pass the torch.  

With that being said, MENTOR Maryland | DC family, please let me introduce you all to our new cohort of AmeriCoprs VISTAS here! With only 4 weeks in, these three individuals have exceeded expectations. I am enthusiastic and eager for what this service year will entail. The 6 standards of effective practice for mentoring, within our internal team, will also be in full effect.

Peace & Light

Sara K. Haile