From the Northeastern Section of the ACS, focusing on career management and development

December 2021
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Professional Behavior. “Committed” Mentoring
Filed under: Mentoring, First Year on Job, Mature professionals, Observ. Trends
Posted by: site admin @ 12:51 pm

While this blog has spoken about a valuable role
reverse mentoring” is for many, it is a fuzzy term.
The reason for pointing this out is observed by
perusing Leslie Kwoh’s article on the topic
highlighting a concept favored by former GE CEO
Jack Welch.

The communication paradigm has shifted about
knowledge and wisdom transfer. 
With faster
adoption and change, expertise has a shorter lifetime
and needs more frequent upgrading and refreshing.

Some commenters suggest that reverse mentoring
can be observed in situations focusing on coaching
skills in exchange for reciprocal behaviors of like
minded individuals.

Thus, it might be better to define Committed
which borrows a number of valuable
concepts from superforecasting teams including:
1.  AOM active openmindedness - trust in allowing
all members to ask questions
2.  Perform Premortem thinking - assume a course of
action failed and think about why this happened
3.  Define a shared purpose
4.  Opens the reciprocal sharing to other outside input
which brings in diversity.

This brings in some of the content from Tetlock’s
“Superforecasters” teams that produce the best results of
predicting future outcomes.

1 comment
Transitions in Careers. Professional Behaviors. Internships
Filed under: First Year on Job, Observ. Trends, Alternate Career Paths
Posted by: site admin @ 7:33 am

Internships can provide excellent interludes where we experience
what it is like in an organization (conversations, interactions,
, assignments) can perform new and goal oriented work
(goal-setting, application of know how and knowledge),
can meet and work for a short term mentor, and see how
things are done in another setting (culture).

My career had three “internships”– two in a medical school
biochemistry lab and one in am NSF Center of Excellence
program.  That was then, now interns need to be more proactive,
especially near the end of their internship experience.

In fact, I suggest doing AfterActionReviews of your
internship program and keep it in your Master resume
portfolio.  AARs are recognized as a knowledge transfer
and retention tool for capturing implicit and tacit pieces.
[See Knowledge Management.. Administrative Services link]

For those early in their careers, it might be useful to start with
- outlining all the tasks and assignments, completed and
- communicating in person
- seeking feedback on areas of improvement
- asking for longer term connection with people in
your thank you communication.

People in your junior and senior years [REU programs and
such] and in your graduate career level are advised to display
the maturity of performing AARs, drawing conclusions and
offering reverse mentoring.

Detailed description of AARs:  S. Salem-Schatz, D. Ordin,
B. Mittman, “Rapid Post-Project Assessment

comments (0)
Filed under: Position Searching, Networking, Mentoring, Observ. Trends
Posted by: site admin @ 9:20 am

Interestingly, one of the items taught in our Professional
Development seminars last week was “reverse mentoring.”
This is mentoring students do for their teachers or
proteges do for their mentors.  Drew sent a link to a
thoughtful article on Linkedin networking;  Naimish
clarified what Zhaoshuo told me about Linkedin offering
a tool on your personal profile page that tells you how
many times and specifically who has looked at your profile.
Pretty cool, eh?

I can’t say this enough.  The Deep Nishar article emphasizes
that each one of us is DEEPLY RESPONSIBLE, sorry for
“shouting,” for our own careers and career path.  No one
else.  On top of this, even more than ever, positions are not
formally advertized or, if they are, it is for a short time or
asynchronous on a web-page.  Networks and employee
referrals pop to the top as the method of choice to obtain
desired positions.

Face the facts, the least helpful time to start your network
is when you need it the most.  The network never sleeps.
You may not be in the loop or paying attention or
connected.  So make it a formal practice to focus your
attention on goals involving learning about, participating
in and committing to others in your network.  It is not
helpful if it is passive.  Have a “committed network.
And have it before “crunch time” when you need one.

Ilya Posin’s article about goals and working to meet them
goes hand-in-glove with Nishar’s piece.  It is too easy to
become distracted and achieve little or nothing each day.
Set goals, break them down into tasks and work on them in
prioritized order, using the best tools in a focused way
that works for you.

What do you do in your profile when you
are not sure whether to include items or not…  Run an
experiment and get feedback.  LinkedIn allows us to
change our profile and see if it impacts the number of
“hits” in people who view the site.  Look on the middle
or bottom right side for the panel:

Who’s Viewed Your Profile?

7 Your profile has been viewed by 7 people in the past 7 days.

18 You have shown up in search results 18 times in the past 7 days.

Your LinkedIn Network

326 Connections link you to 3,807,342+ professionals

5,630 New people in your Network since December 12

comments (0)
Wise skills. Committed networking
Filed under: Position Searching, Networking, Mentoring, Mature professionals, Observ. Trends
Posted by: site admin @ 1:05 pm

We spoke about 21st century skills that are needed
to manage our careers to deal with the 24/7 frenetic
pace and information overload in our first seminar
- workshop discussion.  Eight “wise skills” were
offered that each of us needs to develop and
companies look for in successful candidates.

The “wise” skills are differentiated from the “soft” skills
and technical or “hard” skills.  Included in the wise
skills are:

1  recognizing the need to disconnect and recharge
ourselves.  We can’t expect to run continuously at
full tilt without burning out at some point.  To do this
effectively, we need to develop and coordinate

time management routines  2 

be allies for each other

4  value the importance of face to face communication

5   mentors and sponsors  3 

6   reverse mentoring

7   goal setting  4

8   committed networking

Focusing on committed networking, we pointed out
the way “networking” has been trivialized is that it
is information sharing.  It seems in the Internet
dominated age as passive with no formal
commitments or common items of work or
collaboration.  There seems to be little connection
between participants.

Networking, to be effective, needs to be more helpful,
more persistent.  5   One needs to be memorable,
provide value and significance.  Command
(not demand) attention, but be helpful.

If you know you want to network with someone, you
don’t settle for “no”.  This does not signal the end, it
reveals, “not now” or “not in the present form”. 
Repackage and try again, not taking the negative
response personally.

Mentoring 6. How to help your mentors
Filed under: Networking, Mentoring, Mature professionals
Posted by: site admin @ 7:35 pm

Today, Joel Shulman sent a valuable idea that
needs wider distribution.  He called it “reverse
mentoring” and I hope it gets traction.

Something that mentors could benefit from is
perspective from their mentees.  Mentors can

  -learn what practices they employ in mentoring
work and what are less effective

   -learn new ways to effectively communicate with
different generations

   -benefit from social networking, twittering, and
the latest digital tools.

So, for those who benefit from working with mentors,
you might be able to help them with new insights or
using new tools.

1 comment