Through a year full of challenges, we at EnPoint wanted to highlight and focus on the positive things this month. Our Marketing and Operations Coordinator, Raf Peligro, sought out the positives and success from within the company by interviewing CEO Chantal Brine, and Client Success and Communications Manager, Julia Brine.

Raf sat down with Chantal and Julia, captain and co-captain of the small-but-mighty EnPoint team, to reflect on their lessons learned, successes in the company and their personal lives, and what they’re excited about in the coming year!

Raf: Describe this past year in three words.

Chantal: Resilience. Relationships. Hope.

Julia: Defining. Growth. Community.

Raf: What has kept you motivated this year, despite the difficulties we have faced?

Chantal: It would be the relationships built coupled with a foundation of just doing what’s right to help people. To help our clients help their students, their alumni, their people. I didn’t do so because it was going to be a sale, or because it’s our business, but because it was the right thing to do, just to be human. To be human through connection, being real with our clients, and supporting them in their efforts to help others.

None of us knew what we were doing or getting in for at the start of the year! I believe it’s important to be transparent and vulnerable and to show mutual respect in conversations. Our mantra became “We don’t know where it’s going to go, but we’re still committed to the same goal of helping people build meaningful careers.” It was and is important to not lose sight of that because the world around us is going into chaos.

In fact, we know that people need our clients more than ever. This is our foundation and a source of strength whenever the energy tank got low. I remember early on, our team sat down and talked about small but meaningful things we could do, whether that’s through content on social media or conversations with people who we may not have been able to work with in other circumstances. We were intentional with curating content through the lens of “let us help.” When we layered in the impact of the mass shooting in Nova Scotia in April and the social movements across North America this year, a lot of challenges and the need to do things differently were being brought to light. How else can we move through events and times like these, except through building meaningful relationships and conversation?

Julia: Fundamentally, it’s the fact that what we do [mentorship] is universal. Many things have changed this year — the way that we do business and work, the implications of AI, the push towards digitalization, and societal awareness. Globally, we’ve changed how people understand people.

Supporting others through mentorship, to create careers that they love, as well as connections, skills and confidence, will be universally needed as we move forward. Despite the changes this year has brought, I firmly believe that community is the solution. That’s what keeps me motivated. We’re supporting our clients in building their community. Mentorship is relationship based, and relationships and coming together is the only way to get through this. This is not a new theory by any means, but this is why mentorship has lasting power and positive effects — it can truly be life changing.

Raf: This month, we’re celebrating successes. Aside from EnPoint turning 2 this year, are there any company successes you want to highlight?

Chantal: Success is an interesting word for an entrepreneur. I was just speaking to another entrepreneur, and they commented that they are having a better year this year than in the past. We’re fortunate to be in that category at this point as well. We had a goal for this year, in terms of impact and reach, but clearly the universe had other plans. We had to adapt and we’ve survived. While that relies heavily on the strength of our client relationships, I would argue being adaptive, resilient, and hungry for new ways to add value and bring mentorship in different ways contributed as well.

These new ways are reflected in many of our client and partnership projects, such as the one with DeepSense. Through collaboration and shared pursuit of supporting students whose learning opportunities vanished, we helped students gain mentorship, applied knowledge, and the confidence to pursue career opportunities in Nova Scotia. The magic of being in the same room with people like Jennifer [LaPlante, Executive Director of Deepsense] who share the same values and purpose, that is what I consider a success, every single time that happens.

Even though it didn’t look like I wanted it to, we’ve had exciting wins in the form of community projects this year come because of the need to just figure it out. The Rethinking Employment: Creating a Successful Path for Young Professionals in a Pandemic World project, was a way for us to put some ‘good’ into our region through action, not just words. By working with eager young professionals and partner organizations (Atlantic Lottery Corporation, Halifax Innovation District, Halifax Partnership, Volta, Two Igloos), I think we produced some great work and impact that will live beyond the project itself. Exploring the Future of Youth In PEI — A Vital Conversation, the event we facilitated for The Community Foundation of PEI where we got to talk about hope with youth — that was huge. I love it when people, especially young people have the passion, drive, and energy to “show up”, be vulnerable, and come up with solutions. Participating in and being a catalyst for these events is success to me.

We also launched our new EnPoint Mentorship Platform in March. Talk about timing! We launched this new version with amazing clients doing inspiring work — like the YWCA’s Business Builders, Techsploration’s Alumnae Mentorship Program, Black Business Initiative’s Diversity Employment Network project, and the Schulich School of Law’s Weldon Mentorship Program to name a few. They are all doing great work to change our communities and that’s pretty freaking cool!

For me to see bite-sized pieces of how one person helps another person and its trickle down effect, that’s ultimately the long term success we’re trying to build. You never know how far the ripples go and that’s the best part.

Julia: For me, a big success is the deep understanding of EnPoint’s foundation. Coming from a non-business background seeing the strong connections, networks, and relationships Chantal and the company have built has been inspiring. I think that it is important to celebrate the fact that we kept going, kept building connections, becoming closer with our clients, and being able to support them. We had different ways of showing up, such as the resilience workshops (with Karen Furneaux) and helpful project pieces to give to clients’ mentees and mentors. Rallying around the idea of supporting our clients was certainly pivotal — we did a good job of not losing sight of that.

We also continued to work towards improving our business through training and professional development. There was always consistent work towards improving as opposed to letting the challenges take over, or standing still. I attribute that to Chantal’s leadership and her mentors’ advice, which has trickled down to the company. We continued to practice what we preach, including hiring co-op students, and working with clients and partners on projects that reflect the values of EnPoint. Again, going back to one of my three words, defining. This year has helped to continue to define and highlight EnPoint’s values of community, value, connection, and relationships.

This year has helped to continue to define and highlight EnPoint’s values of community, value, connection, and relationships. - Julia Brine

Raf: We can’t go by without celebrating your personal successes as well! What were some accomplishments that you are proud of?

Chantal: Getting into the [Wallace McCain Institute’s] Entrepreneurial Leaders Program (ELP) and the [Women of Influence] What Now program were definitely big highlights for me. Despite the many challenges we’ve faced, these were opportunities that couldn’t have happened at a better time. Accessing a system of support of people going through the same thing has been great. You can just come into the room, drop all pretense, be vulnerable and truly work on your leadership. That’s pretty special. I don’t think I’ve scratched the surface of the full force and effects of that yet, but I know I’m a little different every time I come away from the group. To echo someone else’s words: “It’s not a sprint, it’s a marathon.” As for the What Now program, to be one of 12 out of 150 women in Canada to be chosen, and learn from award-winning female entrepreneurs who are doing some kick ass stuff — it’s been an honor!

Also, having built a team, as small as it is, of people who can step up when required, for me, that’s the ultimate success of a leader. Our team, made up of our contractors, consultants, co-op students, and Julia (as my cousin by blood, sister by heart) is full of excitement and passion and that’s contagious!

Julia: I don’t have a business background. My degree is in PR, and I spent years in the professional cosmetology industry. Customer service is my jam, so when it came time to transition into my role as Client Success Manager, it was a natural fit. Some of the key attributes I bring to the table are empathy, relationship-building, problem-solving, curiosity, and coaching skills.

Taking on this role and defining it, while navigating the pandemic, feels like an accomplishment. Startup life means I wear many hats, so refining my strengths and then using them to support the company feels pretty great. If 2020 has taught me anything, it’s that relationships and the ability to support those around you are incredibly valuable. I feel proud to bring that element to the EnPoint community, and can’t wait to continue to build community and relationships in 2021.

If 2020 has taught me anything, it’s that relationships and the ability to support those around you are incredibly valuable. — Julia Brine

Raf: This year, our society has realized more than ever how our relationships with friends, family, and coworkers matter. Is there anyone you’d like to give a shoutout or a thank-you to?

Julia: I want to thank all of our clients who believe in people, and who believe in helping others. I recognize that organizations and people like our clients just don’t work with a company like us, unless you believe in those things. It’s a beautiful thing they provide for their students, employees or members, and it doesn’t go unnoticed.

A massive shout out to Chantal who is my family, my coworker, and a mentor. I want to thank her for her patience, guidance, and relentless drive to help other people succeed. She truly emulates what she puts out there in the world. Seeing that in the leader makes it easy to do the work and stay focused.

I also want to acknowledge everyone out there who doubled down in 2020. Those who continued to support small businesses, provided support in the way of education, guidance or respite to those who needed it. I am very grateful for the ability to hire co-op students through Venture for Canada (all of our students were/are amazing), and for the support for the provincial government. I am very grateful to be an Atlantic Canadian.

Chantal: If we were going to do this one-by-one it would take too long and I’d surely miss someone- after all I’m only human! But I would say thanks to all of our clients, because each and every one of them teaches us something. To every single co-op student, consultant, and contractor who has joined our cause; they have gotten us one step closer to the company’s next big steps.

Clearly mentors and mentorship are key, not only to EnPoint’s mission, but to my life and career. I’m forever in gratitude to my mentors who help me get out of my own way, peer mentors who I can lean on for no BS guidance, and to mentees who give me the privilege of helping them see themselves more clearly, as my mentors do for me.

Each time we iterate on something and challenge ourselves to think, ‘How can we do more? Do better?” is because of our team and supporting organizations like Venture for Canada, Wallace McCain Institute, Volta, Halifax Partnership, Symplicity Designs, Impulsion Sales, the Nova Scotia provincial government, and other partners who support us in ‘becoming’ better along the way.

I’m grateful to the organizations that help us make a difference — no matter how big or small. We are stronger together.

Raf: At EnPoint, we love to share our big “Aha!” or learning moments in our social posts. What were the biggest lessons you learned this year?

Julia: I learned a lot about the role of technology through our work of exploring what the future of work will look like in the coming years. Understanding the changes in technology and how we use it will affect all industries, from education to healthcare.

There is a huge move towards digitalization, but I’ve also learned the important role of the uniquely human parts we bring to it, which is empathy, creativity, and relationship. Having this idea of finding “humanity” in our move to digitalization was a consistent “Aha!” moment for me this year.

I learned that what I value most is connection. It is important for our health, businesses, and communities to thrive. Over 2020, I learned all of the different ways that we can look to create connections. Everything from my book club to morning team meetings made this year a little bit easier. A lesson I will never forget!

Chantal: One of the lessons I learned is knowing when you might need to slow down to go fast. The company is at a pivotal stage in growth where we’re getting ready to amp up the volume as we enter our third year. That requires us to reduce the noise and distraction to help us reach those goals.

Another lesson I learned is the importance of being vulnerable. I still remember the feeling of coming down from the MSVU stage after my first TED talk and thinking, “Wow- I just told a bunch of people stuff I’ve never said out loud!” It’s an odd feeling, being vulnerable. We have come to an understanding, vulnerability and I. I now know it is not a weakness. It is actually just being human and sometimes that means being uncomfortable. And that’s ok, because I’m being “me”, the good, bad, and messy. This understanding has allowed me to show up authentically in all parts of life and make no mistake we only get one. I am grateful for the lesson of living my one life with authenticity and vulnerability.

My last lesson is sitting with the discomfort and the unknown, otherwise known as the messy middle. I haven’t fully learned how to do this yet, but I’ve learned how to move through the messy middle — through the mud, if you will — knowing that there is not a damn thing you can do right now. You just have to keep trudging forward and eventually you can come through. As an entrepreneur, the unknown is a constant, but this year has amplified that messiness. When you’re trying to figure out how you can create and achieve the impact that you desire, that messiness can get frustrating. It can be paralyzing at times. (Thank goodness for mentors who help pull you up and through them!) I know I’m suspended in the unknown, can’t plant my feet anywhere but I also know I have to keep moving. I have big dreams for EnPoint and nothing’s going to get in the way of that!

I now know [vulnerability] is not a weakness. It is actually just being human and sometimes that means being uncomfortable. — Chantal Brine

Raf: We often ask our clients’ mentees to share with us their goals. Share with us a goal or goals you’re aiming for in 2021.

Julia: My career goals for next year are to continue to build a community of like minded people, to continue to strengthen my skills in client success, and to support our clients so that they can make a serious impact through their mentorship programs. On a personal note, I want to start my dream of building a tiny home.

Chantal: My focus is amping up the volume in EnPoint — I’m looking at how to serve more of the right clients, and in turn support more of the right people. We’ve got exciting things that are in the exploratory stage, including more community projects. We’ll continue to respond to our community’s needs so while the shape these initiatives may take may change, my goal remains the same: to make sure that we reach the people who need mentorship and connection most.

Raf: As we enter the holiday break and the New Year, what are you most excited about? Is there anything we should be looking forward to from EnPoint?

Julia: We’re excited about having more support on the technology side so that we can iterate and focus on what we’re offering, which is the EnPoint Mentorship program. I’m looking forward to doing some more community projects, especially how we can build a community around mentorship. We want to continue what we’re doing with clients and their respective mentorship programs, but also explore how we build that community around mentorship to more people and integrate that in our world. That’s something we’re going to be playing with in the long run.

We’re looking forward to all the fun things in 2021. In case you didn’t know, January is Mentorship Month! Stay tuned for news about our initiatives in our January newsletter.

Chantal: I’m looking forward to some planned, intentional time to dream up new community projects, new partnerships, and new ways to showcase what we’re doing. This dreaming phase is important! It’ll be a time of reflection — “How do we support more of the right people and help them access the power of mentorship?” “Who are the people who are not getting that kind of support?” “Who are those that don’t have the connections and those who don’t have confidence to reach out?” These are the kind of questions I think about often and am excited to tackle!

We’ve also got some exciting changes to our mentorship platform in the works that will make for more meaningful relationships for our mentors and mentees and support more individuals by next year. Stay tuned for details!

I’m also excited to see what 2021 brings as what I’m learning in ELP settles in. We’re also looking forward to adding our first technical person to the team! And of course, more time with family and friends.

We’d love to hear what your biggest lessons were in 2020! Are there successes, big or small, that you went through this year? Let us celebrate with you in the comments!

Learn More

EnPoint specializes in creating unique mentorship programs for organizations, institutions, nonprofits and associations using the EnPoint Mentorship Platform and our mentorship expertise. For more information on EnPoint visit www.mentorshipchangeslves.com or check us out on social media: LinkedIn, Instagram, Facebook, and Twitter!

As the world shifts and a new future of work emerges, one drastically shaped and accelerated by the global pandemic, career expectations have changed dramatically.

In a recent presentation by Commitech and Manulife, the Waterloo Region Future of Work research group, in which they shared some of their learnings, including “young persons graduating today will have 17 different jobs across 5 industries¹ and by 2020 30% of the skills employees use today, they didn’t have a year ago².”

What’s more staggering, “54% of employees will need fundamentally new skills by 2022³.” That statistic means that to be successful, those in the workforce will need to earn the equivalent of a master’s degree every ten years².

The idea of continually needing to gain further education can seem daunting, for both new grads and those in mid-career levels. On top of the many other expectations including remote work, altered hours and ensuring a work/life integration (which is different for everyone), changes to child care and added stress to mental health, innovation and collaboration are key to success.

Globally, many industries are rethinking their concept of work integrated learning (WIL) in response to these shifts. Here in Canada, 87% of the workforce is made up of mid-career employees who need new skills (age 37–54)⁴. Trends also point to organizations increasingly becoming comfortable hiring from global talent pools and it’s fair to assume this will continue. The demand for flexible and adaptable workplaces that have a focus on life long learning and retraining will become the norm, and every industry needs to get on board.

As the global workforce moves towards an increasingly virtual world, it is critical for not only individuals to plan how they will stay relevant and adequately skilled, but how organizations plan to offer WIL to employees, new hires (perhaps who need re-skilling), students and new graduates.

The impact of Covid-19: education, changes in the talent pipeline and the increased need for work integrated learning, including work term opportunities

The impact on the economy from the pandemic is largely responsible for shaping the new ways we are learning, working and living. Much of the innovation we are seeing across all industries had been previously envisioned, including the changes in work integrated learning, the need for digital literacy, and the increase of work-from-home options. As certain industries closed their doors to in-person activity, sectors like education have been forced to make changes that under normal circumstances likely would have come to fruition 5–10 years from now, in months.

While an acceleration of research and the promise of futuristic remote learning opportunities due to new global partnerships sounds exciting, there is no doubt some scary realities that students and recent grads are facing today.

Executive director at the Canadian Alliance of Student Associations (CASA), Kalin McCluskey shared recently, “students are still worried” about how Covid-19 will impact their education and finances long-term. A staggering “60% of students say coronavirus is making them worried, 90% of students in Atlantic Canada reporting that COVID-19 has made them stressed both worried about their future (86%) and stressed about finances (78%)⁵”, says Kalin. “61% say the current government support isn’t enough to help them through the upcoming academic year.” In terms of international students, over 80% reported a negative impact on their financial situation, with 68% expecting to rely more on personal savings for Fall 2020⁵.

A number of students lost opportunities for co-ops or internships due to the pandemic. These opportunities are designed to give them a chance to develop the skills to take their learnings and apply them to the world of work. Many organizations and institutions scrambled to provide Spring/Summer internships for 2020. Some positions have been recovered through innovation models; however we’re now hearing from clients and students that those worries have continued into Fall 2020 and for WIL in 2021.

EnPoint’s CEO Chantal Brine shares, “hiring work term students can benefit your organization in navigating COVID-19’s immediate and known impacts but also set employers up to better predict and respond to the evolving and unknown situation”. EnPoint went through hiring processes in April and June for co-op students; she mentioned the impact of the pandemic proved in some cases to help students build their resiliency and insight into their own strengths and areas for improvement.

“What’s stood out for me as we interviewed students for the Fall co-op term is the number of individuals who were forced to work from home for their Summer co-ops. Some were able to use that experience to learn and then share their learnings about how they work best in a remote working situation, including the level of support they need and adaptations they have made for themselves in order to be successful. This self-awareness is critical under normal hiring and work circumstances, let alone in the face of a world-wide health crisis and coming into a start-up that is navigating through that crisis.”

For employers who might be worried about hiring a co-op student while they are working virtually she offers, “An expanded and more diverse candidate pool is perhaps a hidden opportunity through this. When you are not restricted to location, you can find the right fit based on passion, value, experience and connectivity between the candidate and the employer. ”

A new era: multi-generations in the workforce, new flexible career trends, and lifelong learning

As the labour force shifts, and the need to reskill presents itself for many, having core transferable skills will be necessary for careers to evolve. Building resilience and a diverse range of skills such as leadership, communication, and critical thinking is more important than ever.

In the same presentation of the Waterloo Region Future of Work Learnings, a heightened need for transferrable and human skills was highlighted. Adaptability in a rapidly changing workforce that includes non-linear and lateral career paths, and personalized and flexible experiences as work environments become more informal and integrate with regular life, is a vital skill.

To grow and prosper we will need to re-focus on innovation and collaboration. The research suggests that millennials are already seeking workplaces that focus on physical and mental health, over those solely driven by the bottom line. An important trend, not only in the continued experiences of the pandemic, but the reality that Millennials are going to make up 75% of the workforce by 2025⁴.

Organizations with cultures focused on adaptability, values, and employee experience will be flexible enough to work with 5 or 6 generations at once. Re-structured workforces, including access to global talent pools, are incredible opportunities for learning and sharing knowledge in ways we never have before. Many of those opportunities for innovation and collaboration require thinking outside the box.

Moving forward and seizing opportunities for continuous work integrated learning

As a rule of thumb, we know that not all people learn the same way, and adults learn differently than children. If you dive into any research on adult learning theories you will note the consistent theme of learning through experiences in each of the theories. In particular, the experiential nature of adult education is a powerful tool. Gaining concrete experiences and reflecting on them by comparing the new experiences with their prior learning is an essential part of the learning curve. This type of learning is used in many corporate or management training because of the action-reflection aspect, giving it a holistic feel6.

Having a form of WIL, whether it is access to micro-credentialing, completing a new degree, self-taught or peer taught content or a mentorship program, is a powerful tool for professionals to stay relevant. There are so many ways to fold continuous learning into organizations, across industries or within institutions.

Mentorship programs in particular have been seen to be a cost effective way to set up internal feedback loops and mutually beneficial learning opportunities between generations in an organization. When we consider adult learning theories, pairing a mentorship program alongside training, reskilling or education can enhance capability and usefulness of new skills.

A recent Atlantic Canadian project produced by Atlantic Lottery Corporation, Volta, Halifax Partnership, Halifax Innovation District, EnPoint and Two Igloos demonstrates the effectiveness of cross industry collaboration and multi-generational learning. “Rethinking Employment 2020: Creating a Successful Path for Young Professionals in a Pandemic World” was designed for recent graduates to take a look at how local companies including corporations, startups, nonprofits, and government organizations have responded to the potential new normal of finding both full-time and co-op/contract employment.

In addition to helping young professionals build their professional network and self-confidence, the project enabled them to develop skills by 1) participating in a design thinking training (with Two Igloos), 2) applying those skills in conducting employer interviews and synthesizing findings into a report.

The completed project has identified opportunities and areas for consideration that support the need for youth employment despite the pandemic. The initiative focused on virtual hiring, the impact of COVID-19 on talent acquisition, and technology enablement for recruitment and on-boarding.

Start now: the future is here

One of the important aspects of the “Rethinking Employment: Creating a Successful Path for Young Professionals in a Pandemic World” project is the quick-paced collaboration between multiple partners in order to make a difference and provide local solutions to a global challenge. The global workforce is in new territory, not just a new normal. Changes that were thought to arrive 10 years from now are already here, and that calls for new levels of innovation and relentless drive to continue learning. Regardless of the type, lifelong learning, alongside resilience and adaptability are key pieces of the future of work puzzle.

Learn More

EnPoint specializes in creating unique mentorship programs for organizations, institutions, nonprofits and associations using the EnPoint Mentorship Platform and our Mentorship Expertise. For more information on EnPoint visit www.mentorshipchangeslves.com or check us out on social media: LinkedIn, Instagram, and Twitter!

To read and learn more about the Rethinking Employment 2020 project, visit https://www.rethinkingemployment2020.com/.

References

1. https://www.heathermcgowan.com/adaptation-advantage
2. http://news.communitech.ca/a-masters-every-10-years-how-workers-will-adapt-to-change/
3. https://www.ey.com/Publication/vwLUAssets/The_future_of_work_is_changing/$FILE/ey-the-future-of-work-is-changing-will-your-workforce-be-ready.pdf
4. https://www.iscebs-swo.org/uploads/1/1/6/9/116983144/future_of_work___learning_-_20191126.pdf
5. https://www.apec-econ.ca/covid/covidwebinar/july16/ https://www.casa-acae.com/Students_are_still_worried_covid19
6. https://epale.ec.europa.eu/en/blog/perspectives-experiential-learning-adult-education

Hubspot’s annual marquee event looked a little bit different this year as INBOUND 2020 was held virtually. Keynote speakers, who consisted of innovative thought leaders and top marketing and tech industry professionals, offered their expertise in the virtual conference’s sessions and workshops.

After attending the event, our team wanted to share key takeaways from standout sessions and the “wow” quotes that stuck with us. It will be no surprise to you that some of what we wanted to highlight has to do with mentorship and how we help others along their journey while living our own. We hope something sparks your own innovation, creativity, and wow.

Adaptability and Innovation in Times of Uncertainty (with Jim McKelvey, Founder of Invisibly and Co-Founder of Square)

In his session, McKelvey spoke of the role of innovation and adaptability as an entrepreneur. In these times, it may feel like we lack the freedom to explore and tap into our inner innovative spirits. McKelvey suggests that the constraints that our society faces during this time of uncertainty is actually a positive thing as having constraints allows for creativity to prevail. The speaker’s suggestion is reminiscent of the old adage, “Necessity is the mother of innovation.”

McKelvey also reminds entrepreneurs that with outlandish ideas come no guarantees that it’s going to work. In times of doubting your abilities when starting new things, he says that there’s a time you should feel incompetent and unqualified. He pointed out that if you’re walking down a path no one’s been through before, there’s no such thing as “being qualified.” It’s enough that you’re pioneering this new endeavour.

Normalizing The Messy Middle (with Scott Belsky, Adobe’s Chief Product Officer and Executive VP of Adobe Creative Cloud)

In these times where we face great uncertainty, Belsky points out that we must accept its burden, rather than being consumed by it. He likens our capacity for time and energy to a computer’s RAM storage (a simple and efficient analogy!). Right now, we are all likely allocating a certain percentage of our “RAM” to this collective anxiety. Given we have a finite amount of mind-share or RAM we can use, recognizing and accepting this can guide teams to understand each other even more during these times.

On the product development side, Belsky poses an interesting question, “What can we stop doing?” This is a great exercise for companies with technology-based products like ours, where the inclination can be to add more features to enhance the product. However, if we lead with Belsky’s question in mind, it can help examine and pare down what is essential to our products and the value they provide to clients.

“What can we stop doing?” — Scott Belsky on re-examining the essential features of a company’s products

Building a Brand with Authenticity (with Chrissy Teigen and John Legend)

“You owe it to your followers to say something,” said Chrissy Teigen. In the session she shared with her husband, John Legend, the pair talked about their life story, company milestones and success stories. A couple points that stood out from the session were to make sure to trust that your employees values are aligned with yours, and that everyone’s role isn’t going to be defined, especially when you start something new. This rings true to the new world of work we live in where the work from home model often involves new training for staff, growth opportunities and time to adjust to work/life balance at home.

Chrissy and John talked about merging big purpose to passion and taking this time to build on your ideas, saying, “Find people who are excellent at what they do and have similar values; a combination of you together is much better than you alone.” John talked about the importance of being honest with yourself and learning to say no to what isn’t true to yourself. He noted, “People have an idea of what they are looking for, but now that idea is much more malleable.”

“Find people who are excellent at what they do and have similar values; a combination of you together is much better than you alone.” — Chrissy Teigen and John Legend

Scaling Innovation and Culture (with Sandy Carter, VP Amazon Web Services)

“Diversity is a fact, inclusion is a thought”, says Sandy Carter, VP Amazon Web Services. In this session, Sandy shared her views on the importance of culture saying, “Culture eats strategy for lunch. Culture is what you actually do versus what you say you do.”

She also spoke about the role mentorship plays in supporting women in the tech as part of a good company culture. ‘For anyone who is a leader, it’s imperative to reach ‘back’ and pull someone with you; we can’t be it if we don’t see it.’ The importance of role models is something we understand and believe in at EnPoint. Furthermore, a point of pride for us is that we get to work with clients like Techsploration, which connect young girls to role models in STEM, the Dalhousie Computer Science Mentorship initiative, which supports female-identifying students in making connections to peers and industry.

Sandy reminded us of the importance of needing all the voices at the table; taking risks; and diversity as a topic for ROI. She explained, “we need more women to set the example and be a vocal supporter of the next generation; making diversity a safe topic to talk about”.

“Culture eats strategy for lunch. Culture is what you actually do versus what you say you do.” — Sandy Carter on the importance of corporate culture.

Rapid Fire Notable Quotes:

1. “Mentorship is a great resource; it is an efficient and inexpensive means of supporting people. It’s a two way street. I’ll give to you and need you to give back by taking the relationship seriously.” Bob Iger, Chairman of Disney (paraphrased)

1. “The most precious resource we have is our time.” Van Jones, political and news commentator
2. “Be humble and be hungry.” Bob Iger, Chairman of Disney
3. “Look for the gap in the market. Look at a market and then identify where the market ends. What if we could make a car for $2000? Would that open up transportation? Always look for where the people are excluded and try to bring them in.” Jim McKelvey, Co-Founder of Square
4. ‘Our legacies will last much longer than our lives’ Jesse Williams, actor and activist.

Williams’ quote is a great way to sum up the impact of mentorship. The ripple effects or impacts of the relationship last longer and spread beyond anyone mentor/mentee. What legacy will you leave?

For more information on EnPoint visit www.mentorshipchangeslives.com or check us out on LinkedIn, Facebook, Instagram, and Twitter!

Mentorship is a timeless and ageless right of passage. From the beginning of time, human beings have taught and shown each other how to navigate life through shared experience, offering advice, and guidance.

The inspiration and perspective gained during the mentorship experience can help people find and continue to surface both career direction and purpose. The power of the right conversation with the right person can change your whole life.

Recently we sat down with Wayne Crawley, an active mentor to many. Mr. Crawley is a Canadian entrepreneur with over 30 years of business development experience with both public and private companies. Crawley has always had a strong belief that, “human beings are put on earth to find purpose, and serve others. In fact you’ll live longer than others if you do, and engaging in mentorship is part of that.”

Crawley knew he needed a mentor if he wanted to find success in life, and for him that meant helping others. A man who does not do things halfway, at the age of 27 he asked for a meeting with his boss. He shares, “I let him know that I wanted to do more in the community, and I wanted to learn from the best. Five minutes later he was on the phone with Ruth Goldbloom, (a Canadian philanthropist who co-founded the Canadian Museum of Immigration at Pier 21), and she asked me to meet her at 4 pm for my first ‘assignment’.”

When we asked him why he didn’t just ask his boss to mentor him, he explained “It’s helpful when a mentor is not in a power position in relation to you. Each of us has an opportunity to impact another life, and learn from each other. Whenever I am meeting with a mentee, I am always trying to learn from them, to gain a different perspective. You have to try not to judge, each perspective has something to teach you. I always advocate to try and have two mentors. One who is in your company, and the other is a true mentor, cheerleader, confident and consultant.”

The reality is we are hardwired for mentorship

The cyclical nature of mentorship is evident in our brain’s neurological response to giving and receiving support. This feedback loop is a well established part of our evolution as feeling beings. In a study in February 2016, The Neurobiology of Giving Versus Receiving Support: The Role of Stress-Related and Social Reward-Related Neural Activity, “when someone in need receives help, he or she benefits directly from the social support; simultaneously, the giver benefits in specific brain regions associated with stress, reward, and caregiving.”

The study goes on to say, “the findings also suggest that giving support is part of a feedback loop that makes giving social support rewarding to the giver. This is a generous biological design that is probably key to our survival and well-being as a species.” Crawley is in full agreement.

“I think mentoring is meetings, it is phone calls, but I think mentoring is sharing and engaging in experiences. Mentorship can bring you to important life changing experiences. Ruth spent a little bit of time with me, allowing me to learn a few things, so now if I meet a strong young person I just say yes and help them, most importantly in a very trusting and “non-position of power” kind of way.”

Mentorship can be healing for both the mentor and mentee

Finding the right person, at the right time, can truly change a life. Having a helping hand lift you up when you need it most can propel you to a place you might not get to on your own. Crawley is adamant that each mentor/mentee relationship is a unique experience. “It requires flexibility, it’s about that particular person and bringing out the best in them. It’s about where the mentee is at, so you meet them there, and then help move them to where they want to be in life”.

For these reasons, it’s important to create a trusting environment. As with any relationship, this takes time and a certain degree of vulnerability. Sharing what is truly important to you, on both sides, leads to positive results. Explaining this in one of his many analogies, Crawley offers, “every little bird with a broken wing isn’t going to be my mentee, but at least if they can start to get a little bit better, they can find another place to heal and grow. If someone is confident they are in a secure trusting place, they’ll make the best decision for themselves”.

He continues, “For me in mentorship, there has to be the trust environment, setting the expectations, and managing what we are really looking for in those expectations. Mentees can turn up the volume for whatever they are ready for, and the mentor has to be able to let them go on their own, and not force his or her life on them. If you really care about them, you don’t want to make them you.”

Mentorship can change lives

We asked Crawley what legacy he hopes to leave by taking the time to mentor and help so many people. He was quick to say, “Enabling others to do what you do at EnPoint. Which is supporting others to do work they are passionate about, what’s right for them. You are going to help others that I’ve never met — it is the ripple effect. If you are truly mentoring someone, there’s no return. It’s not a commercial activity. It’s the joy of going home and saying I did my best, I told my mentee the truth and hopefully that person has a little better life because of the work we did together.”

Crawley named his relationship with Ruth, his mentor, as a key reason he has chosen to continue to support others to reach their potential. Jennifer Gillivan, president and CEO, IWK Foundation, offers this sentiment on the type of woman Ruth was in The Canadian Jewish News’ profiles on 40 of the most prominent jewish Canadians in History. “I know a side of Ruth that got the new immigrant a bus ticket, a job, clothes, education or a connection to help find a job. Ruth was passionate about the underdog and no matter what you did or didn’t do in life, when she was talking to you, it felt like you were the most important person in the world.”

EnPoint is on a mission to help 1 million people to connect to the right person at the right time. We know that mentor relationships can be some of the most pivotal in helping to make that happen. Mentor relationships, like any relationship, take work. Each pair creates expectations and agreements that work for them.

Check out Wayne Crawley’s golden rules of mentorship below to create healing, inspiring, and transformational mentor/mentee relationships.

Wayne Crawley’s Golden Rules of Mentorship

1. Each of us has an opportunity to impact another life, and learn from each other. Be willing to learn.
2. Be clear about your routine and expectations, what’s expected both ways when setting up a mentorship relationship.
3. Don’t disrespect your mentor’s time.
4. Explore the experiences offered in the mentorship, take risks and don’t overthink it.
5. Mentorship has a shelf life. Mentors aren’t forever, but the right ones, with the right agendas can really make a difference.
6. You are never too old to learn something new, and you are never too experienced to learn something from someone less experienced than you.

For more ways mentorship can have an impact on your career read our 3 Reasons Why Mentorship matters in your career or join our newsletter for for monthly updates and new reports on the power of mentorship and sponsorship!

For more information on EnPoint visit www.mentorshipchangeslves.com or check us out on social media: LinkedIn, Instagram, and Twitter!

April 9th, 2020 — Halifax, Nova Scotia

On April 15th, Chantal Brine, CEO of En Point and Karen Furneaux, Olympic athlete and founder of Strong Beauty Tribe and I Promise Performance, will join EduNova, to talk with graduating international students who have come to study in Nova Scotia about building resiliency and navigating changes in their personal and professional lives.

EduNova has created an 6-week series of webinars to support international students focused on career resiliency, self-care, health and wellness, financial literacy, and pathways for moving forward. Mrs. Brine and Mrs. Furneaux will lead the first of the series focused on creating career resiliency.

Furneaux shares, “I believe that staying grounded and present is how we can be our best selves. Resilience is a skill that we can practice but we are, each of us, innately resilient. Resilience practices can help us to sit with, move and manage our emotions and I believe that right now is the perfect time to re-learn that.”

En Point focuses on building confidence, skills and connections through mentorship. Brine explains, ”building resilience is an in demand soft skill. Prior to COVID-19 it’s been noted by RBC, Deloitte and many other consulting companies as being critically important to the future of work.”

She continues, “ more so now than ever, in this ever evolving economic landscape and job environment, it is important to share with international students that despite everything that is happening in the world of work, we still want and need you here in our province. As employers, as a community, and as a province. Joining our long standing partner, EduNova, who has taken the initiative to share this message of hope, and our new partnership with Karen Furneaux, we are excited to begin equipping students with some practical tools to build resilience that will support them not only now, but throughout their careers.”

If you are an international student in Nova Scotia, please feel free to join this webinar by clicking the registration link below: https://zoom.us/webinar/register/7015858523150/WN_dv8E8D4ySvyEGKTHrMdeQw

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EduNova Co-operative Ltd
EduNova is a co-operative industry association of education and training providers in Nova Scotia, Canada. With an office in the province’s capital city of Halifax, we are the only provincial education and training co-operative in Canada.EduNova’s mandate is to work with members to raise the profile of Nova Scotia’s education and training expertise. EduNova’s focus is on collaborative international recruitment activities and the identification of international project opportunities.

En Point
En Point’s mission is to support one million people to make the right connections at the right stages in their careers. En Point leverages their proprietary software and expertise services to build custom mentorship programs for organizations and institutions.

Karen Furneaux & Strong Beauty Tribe and I Promise Performance
Karen Furneaux is an Olympian, Sports Hall of Fame Athlete and International Speaker. She helps individuals and teams connect to the gold within, through keynotes, workshops and wellness programs. The Strong Beauty Tribe is an online program for young women aged 14–25 who are ready to step into their power and achieve their dreams.

For more information on En Point visit www.mentorshipchangeslive.com or check us out on social media: Instagram and LinkedIn!

At En Point, we don’t believe in a ‘one size fits all’ approach to mentorship and sponsorship.

At the core, mentorship and sponsorship are relationships, making them highly dynamic professional development tools. Both of these tools are and can be used at different points in your career.

Careers are ever evolving and these types of relationships will evolve with the progression of your career. Different skills, connections, and development are needed; mentors and sponsor relationships will likely reflect our specific needs at the time, and are much more impactful with a specific need or goal in mind.

Given these relationships have the most impact when considering our unique goals and work environments in their design, we explore a few different applications of mentorship and sponsorship below. First, let’s define each type of relationship and how they function as a professional development tool.

Mentorship

There are many definitions of mentorship, but at the heart of most you’ll find a common theme and that’s what we pose here. The mentor/mentee relationship is defined by a more experienced or more knowledgeable person, in a specific area, industry or topic, who is providing guidance, advice, and support to a less experienced person in that specific area, industry, or topic.

One of the misconceptions of mentorship is that the mentee is always a younger person or group. It is really about creating a connection within a specific area of interest, line of business, set of skills or a particular stage in career. An example might be a previously retired accountant now turned budding entrepreneur looking to connect and be mentored by a seasoned entrepreneur; age is not a defining factor or requirement in this connection.

A mentor is someone who might help you work through challenges or help you to make a decision, using personalized conversation, sharing experiences, and dedicated time building a relationship. A mentor can help you advance your career goals by tapping into someone who has more knowledge, experience, and/or lived perspective of that particular area than you possess yourself.

Sponsorship

The critical difference in a sponsorship relationship versus mentorship, is the dynamic of a position of influence, or authority. A person can only truly be a sponsor if they are able to create an opportunity for you that you otherwise would not be able to access on your own. The defining and key difference of sponsorship is that your sponsor not only has more experience than you in a certain area, but also has the ability to bring you “up” alongside them.

Sponsors might talk about you to senior members of your work environment, potential employers or nominate you for projects, boards, or contracts. Sponsors help you to navigate your career advancement in a different way, strategizing stretch assignments, key introductions, and vertical moves. This will look different if your sponsor is in the same organization as you, or if they are outside of your organization or industry.

Where the Lines Blur

Some of the general misconceptions of a sponsor and key differences between a mentor and sponsor are a bit more complicated. While a sponsor can certainly play the role of a guide, and have a personal connection with their protege’s goals, when the connection is based in a shared working environment, professional proximity is an influencing factor.

• In an ideal world, a mentor is completely objective and is 100% focused on the mentee’s goals and unique path. In sponsorship relationships that are within the same organization, objectivity is more difficult as the sponsor does have a personal stake in the results;
• When a sponsor is advocating for someone in the same organization — talking to other senior leaders, peers and colleagues and making room for their protege to advance in the organization — results matter. If the protege does not follow through, it will not reflect well on the sponsor, ultimately there is more inherent personal risk involved than in a mentorship relationship;
• If it comes up that the real next step and opportunity for the protégé is outside of the organization, it can be harder for a sponsor in an organization to navigate.

Another very important factor to consider is the skillset, desires, motivations of a mentor or sponsor. Depending on your goals for engaging in either kind of relationship, you may find a sponsor who has the right authority and positional influence to help you achieve your goals, but lacks the desire or skill to help you navigate internal challenges. You may need both a mentor to help work through your internal challenges (keeping your sponsor in the loop of course), and a sponsor to help you put new learnings into practice in your workplace.

Considering these circumstances, it can sometimes be difficult for one person to be both sponsor and mentor, often the two merge when the connection is made outside the organization.

Putting Sponsorship and Mentorship into Practice

Successful mentor or sponsor relationships are defined by different characteristics as outlined above, and both are useful at different stages in your career. Often you will have several of each over your life and career span, sometimes you will have a person or group that becomes both at the same time.

Louise Pentland, Senior Vice President, General Counsel, and Company Secretary at PayPal, shares, “It’s not often talked about, but mentors don’t have to last forever. I’ve had five or six in the past 20 years, and each one supported me through a different phase of my career.”

A successful mentorship sees a mentor providing guidance and practicing curiosity by asking questions while not judging the mentees’ answers. It is critical that they provide a safe space to talk openly and honestly with no goal other than what the mentor/mentee have defined as important. Mentorship may or may not include introductions to a mentor’s/mentee’s network; it depends on the goals, skills, and ability of the pair.

Successful sponsorship looks like an experienced person with influence and ability to make room for you at the “leadership table”. In doing so they are actively speaking about you when you are not there, using messages you’ve crafted together. This also requires taking the relationship beyond the pair, by introducing the protege to people and opportunities (As above, this could be true for mentorship as well if it aligns with the relationship goals and the mentor’s skills and network). When considering the follow through on their agreed upon goals, which may or may not include any type of guidance or deeper sharing, the results can seem more “immediate” and tangible.

How Mentorship and Sponsorship work in different Workspaces

In small organizations..

Mentorship and sponsorship take a different shape when you are in a smaller organization, a startup or a non-profit. For example, let’s say you are in a six person organization. There is the CEO, the Executive Director, your role as Manager, and three employees. You know you have two roles you can move into regarding leadership progression and diversifying your portfolio of responsibility. If the two leadership positions are not being vacated anytime soon, it doesn’t mean that those two individuals can’t act as your sponsor or mentor.

Sponsorship could include those senior leaders advocating for you with the board of directors, or supporting you to take over their role eventually. They might provide ‘stretch’ opportunities in your current role to develop new skills or enhance skills critical to succession, even promote you outside of the organization. You co-create a path for your career together, by identifying goals, asking for and then being provided opportunities for growth, and creating a feedback loop that ensures that you can recover quickly from “failures”.

Mentorship in a small organization could look much the same, pending personalities and personal ‘agendas’ of your leadership team, or vastly different if you look outside the organization for a mentor. If your company mentor views your growth as their success, there is no reason the picture we painted above can’t work.

However, if either leader isn’t open to advancing a succession agenda, you can likely still find ways to leverage your time and the relationship to gain feedback to help you grow. The caveat here is that in a setting where your “boss” is acting as a mentor, it’s best to understand their motivations for support. If you are in an environment where you are unsure of your leadership team’s motivations or you are intentionally seeking diverse experiences, seeking a mentor outside of your organization could be a better strategy for you.

As an entrepreneur..

Entrepreneurship is a different experience as you may be working for yourself or act as the “boss”. Given the loneliness that can accompany entrepreneurship, mentorship is a critical support and personal growth tool. Instilling (and continually bolstering) confidence, supporting skill development (through experience sharing and perspective), and providing an unbiased support system are critical for entrepreneurs. A mentor can help an entrepreneur push through the tough times, build resilience and really act as a confidant in the trenches of the good, the bad and the ugly.

As an entrepreneur, it is incredibly valuable to have someone who can open doors for you. A sponsor can help you access funding, opportunities for game changing contracts, conversations with experts who otherwise you would not have access too, even board positions that help to build influence and credibility in your industry. A sponsor could be someone who is an advisor, on your board, investor, or a client; of course each of those has implications regarding how you manage the relationship. Similar to when sponsorship comes from within the organization, agendas need to be understood to avoid assumptions and conflict.

In medium to large organizations..

This is perhaps where the difference between mentorship and sponsorship can seem the smallest and yet the most impactful at the same time. The outcomes we’ve shared in the first two scenarios hold true in larger organizations, however one must take great care to thoroughly consider the environment and culture of the organization to understand and weigh pros/cons of mentorship and sponsorship.

To get you started, here is a list from Monster of a few major organizations who have developed long standing mentorship programs, 9 companies with solid mentorship programs.

When searching for your next career move, take the time to review their practices around mentorship and sponsorship. Do they have a formal program? Do they offer regular education and training opportunities? Often large companies have budgets designated specifically to employee engagement, check out how the organizations you’re interested in are using them and where mentorship or sponsorship fit, if at all.

In Every Situation

A mentor may or may not have the kinds of connections or influence you need, and just the same a sponsor may not have time or capacity to act as a true mentor. There is immeasurable value linked to both of these types of relationships, both serving different purposes and ultimately when the two work alongside each other, significant results can be achieved.

Louise Pentland explains it in her Forbes Leadership Council piece, “what I have learned from being a mentor myself is that mentorship is a two-way street. You give and you take, and you have to recognize what you want out of the relationship. Mentors and sponsors serve different purposes, but their end goal is the same: to support you in achieving your goals.”

For more ways mentorship can have an impact on your career read our 3 Reasons Why Mentorship matters in your career or join our newsletter for for monthly updates and new reports on the power of mentorship and sponsorship!

For more information on En Point visit www.youenpoint.com or check us out on social media: LinkedIn, Instagram, and Twitter!

Late Fall has been a busy time for the 200+ students in the Atlantic Canada Study and Stay™ program. The International students in Nova Scotia, New Brunswick, Prince Edward Island, and Newfoundland all participated in the first retreat of the program, designed to bring all the participants together in person. The goal of the first retreat was to introduce students to their respective program curriculums, tasks, coordinators and peers from across the province.

Beginning this fall through to July in each respective Atlantic Canada province, this pre-employment program connects final year (graduating) international students to the labour market, helping them to build valuable employment skills, workplace knowledge, build meaningful, and professional connections through workshops, networking, mentorship, and events.

These activities are designed to support international students to stay, live, and work in Atlantic Canada as they transition from ‘student’ to ‘professional’. Students are selected to participate in the Atlantic Canada Study and Stay™ program after going through a rigorous selection process.

The overall objective of this program is to retain 80% of participating students one-year post-graduation. The first cohort, launched in the fall of 2016, retained 82% of students, while 84% of the second cohort remained in the province. As of today, close to 100% of the third cohort have stayed in Nova Scotia since graduating in July.

Nova Scotia:

• More than 120 international students from 37 countries studying at post-secondary institutions across the province came together at the Annapolis Basin Conference Centre. Students were greeted by Mayor Bill MacDonald of Annapolis Royal and Jill Falser from Inspiring Communities sharing a message of “we want you” in Nova Scotia and in the Valley. Furthermore, pointing to opportunities to make great careers through community and connection building.

• New Brunswick hosted 64 international students, from over 30 nationalities in Moncton, NB, for their program retreat. Guests included Moncton’s Mayor, Dawn Arnold, and special presentations about intercultural relations, NB culture, history and labour market, Canadian workplace culture, networking, career development, and immigration pathways. The weekend included an Acadian themed style dinner with local history, music, and food presented.

• 46 international students from Prince Edward Island’s three post-secondary institutions came together at the Stanley Bridge Country Resort. Cabinet Minister of Education and Lifelong Learning, Honorable Brad Trivers, Sarah-Jayne McKenna, and Kal Whitnell, from the Province of Prince Edward Island (Growth, Tourism, and Culture) were some of the guests who shared words of welcome and support to the students, and a special presentation from the Maritime Marzipan Confectionary.

• Newfoundland hosted 51 international students from 22 nationalities. They were welcomed with opening remarks from the Mayor of St. Johns, Mr. Danny Breen with a focus on entrepreneurship. The retreat featured a local entrepreneur panel and students learned about pathways to immigration in NL. The weekend wrapped up with dinner served by Curry Delight and Golden Phoenix Buffet- restaurants owned and operated by former international students.

It was our pleasure to greet the incoming students and kickoff this year’s programs with group sessions on professional communication, networking, and diving into En Point’s signature Career KickStarter career discovery process. With lively conversations in each province, the programs are off to an inspiring start!

In addition to group workshops on networking, also known as relationship building, an important component of the program is mentorship. Each student is paired with a mentor in his/her area of professional interest. To best support student’s career goals and ensure that students leverage this opportunity we provide a “Making the Most of your Mentorship” training. The goal of the training is to demonstrate how to build meaningful relationships so that they can secure mentors at various stages in their careers. As the students learn about the importance of mentorship, they create relationships that can help them identify their career goals and create opportunities in their field of choice.

Congratulations to all four Atlantic provinces for successful program launches!

For more information on En Point visit www.youenpoint.com or check us out on social media: Facebook, Instagram, Twitter and LinkedIn!

Just these two statistics alone, never mind the many others from hiring or job trends reports, show that young people face a different dilemma than past generations; they are faced with an abundance of information when making life-altering decisions at critical times throughout their academic careers.

Having a mentor is an effective way for students to gain clarity on their career goals and create actionable plans to achieve those goals. It is also a tool to increase self-awareness, illuminating strengths and areas for development, as well as increasing self-confidence, which supports professional and personal growth.

In addition, having a mentor and learning from that relationship, can help students stand out from the crowd. As employers and educators, we know the importance of owning your “unique value proposition” and how hard it can be to define that alone. We believe mentorship can provide a critical competitive advantage which can be difficult to find in today’s ever evolving labour market.

In a busy world of advice, best practices and endless experts, having a mentor that is invested in a student’s unique growth provides strategic benefits; highlighting personal blind spots, gaining relevant skills, avoiding mission drift, all the while providing constructive feedback so they can stay focused on their goals.

Fiona Kirkpatrick, a senior marketing leader and mentor in the Atlantic Canada Study and Stay Program™- Nova Scotia, speaks to the incredible gift mentorship has been in her life:

“I’ve had the great honour to have been mentored over four decades by some of the finest people I know. Some have been mentors in the formal sense, while others have been my ad-hoc, trusted career advisors and sounding boards — people whose wisdom I’ve been allowed to tap into because they care about me. Having had great mentors has, I hope, rubbed off on me and resulted in my feeling somewhat well-equipped to pass along some of the best advice I’ve had over the years. They’ve also shown me the value of being a great listener; this, to me, is the greatest gift a mentor can offer. Having time with someone who has been down the path before is a real treasure.”

It doesn’t get better than real life experience…

With the somewhat recent focus of educational institutions on experiential and work integrated learning, as employers we know nothing beats having someone show you the ropes. 92% of recruiters say that soft skills matter as much or more than hard skills (2). When an experienced person helps a student develop those skills tied to a working knowledge of their preferred industry, especially the “unwritten rules” so to speak, it can help distinguish them from the crowd of candidates.

The recent RBC Thought Leadership report, Bridging the Gap, performed an assessment of 20,000 skills rankings across 300 occupations, showing an increasing demand for foundational skills such as critical thinking, coordination, social perceptiveness, active listening, and complex problem solving(2). Within a changing workforce, and a demand for developed soft skills as well as technical skills, it is critical to have an objective person to help you reflect on how you measure up and identify areas for and pathways to improvement.

Nevell Provo, a current student and athlete from St. Mary’s University and a starting entrepreneur, speaks about the helpful mentors that have propelled him forward in his life and business, SmoothMealPrep. At this stage of his journey he calls upon strong business leaders as mentors, “they are all successful entrepreneurs who have built businesses in the past, and have lent their time and knowledge to help guide me with my mission and vision.”

Playing team sports his whole life, Nevell is no stranger to the magic that mentorship can bring to any situation where you need to develop and apply newly learned skills. “There’s no greater teacher in life than failure and experiences, mentors are usually someone who’s ahead of you and is in a place where you’re trying to reach. To have someone who’s already been there help guide you, just speeds up the process and gives you a much greater chance of success. I love mentorship from both sides, receiving and giving. I feel I owe it to the youth to mentor, as I was blessed to receive some great mentors along my journey. That knowledge must continue to be passed to the next generation.”

A Competitive Advantage for the Future of Work…

The real life experience and support that mentorship can contribute to your professional career is highlighted in Nevell’s example, but mentorship isn’t only important for students who are involved in entrepreneurship. As we look to the future of work, and the reality of an aging workforce, new immigrant workers, and a long-awaited focus on equalizing opportunities for groups that have faced systemic barriers to employment, career journeys will look different. Mentorship is a crucial tool that can be used to ensure people have access to the right networks and skills they need to excel in their profession, no matter how many shifts they may face.

C.D. Howe Institute released their brand new commentary on Education, Skills and Labour Market in Canada titled Bad Fits: The Causes, Extent and Costs of Job Skills Mismatch in Canada. The report discusses the current landscape in the labour market, highlighting the level of job skills mismatch among Canadian workers. It includes detailed recommendations for academic institutions, government, and businesses to implement in their individual sectors in order to close gaps.

The report emphasized the importance of providing more opportunities for skills development and lifelong learning for all workers, and addressing individual needs particularly among people such as mature workers and new immigrants. Organized mentorship programs can make a palpable difference in employment readiness for both young and older students who are joining or re-joining the workforce.

The report spoke directly to “work-integrated learning opportunities such as co-ops and apprenticeships” being exceptional in helping to tackle skills-mismatch, citing “Evidence from the National Graduate Survey in Canada shows that participants in co-op programs are more likely to find employment related to their field of study.”

For students who expand their education beyond theory, their level of future readiness becomes grounded in the current reality of the labour market. Adopting a mentality of “lifelong learning” for both individuals and organizations becomes a necessity. Bridging the Gap contributor François Bertrand, Director of Research and Innovation, Polytechnique in Montreal explains, “we need to cultivate the ‘C-Generation’ of collaborators, communicators and critical thinkers, that bring these power skills to every job.” Structured mentorship programs offer opportunities for “soft skill” development, such as adaptability and communication skills, two things needed to successfully navigate the workforce.

As an example, the Dalhousie Schulich School of Law, a professional school that prepares its students for the workplace with a yearlong articling requirement, has integrated additional mentoring for their third and fourth year students. The school continues to offer this additional support to students because both mentee and mentor reap the rewards.

The Director, Career Services and Employer Relations shares, “this has allowed us to engage our alumni community in a meaningful, easy way while also supporting our students in advancing in their academic and professional careers.” Not only does their alumnae have an opportunity to give back to the institution, but the students are better prepared to find meaningful work in a field of their choice.

Non-Discriminatory Opportunities That Make a Dramatic Difference

Having a solid mentor relationship can often be the boost a young person needs to propel them forward, providing opportunities that don’t automatically happen based on academics alone. If actively managed and nurtured, mentorship can be a powerful tool for many communities and populations, in particular for those who’ve experienced systemic barriers to employment.

The Atlantic Canada Study and Stay™ program is a Pan-Atlantic Canada project administered by EduNova that supports international students in starting careers in their province of choice in Atlantic Canada. The program connects students directly to mentors as a way to help address employment barriers associated with starting careers in a new country, and provide “applied” knowledge and experiential learning opportunities.

In 2018 alone, the program facilitated 200 international students gaining the essential skills, resources, and connections needed to transition from ‘student’ to ‘professional’ in a new country. Without the support of a dedicated mentorship program, the job search process can take many months to move through. For provinces looking to retain these international graduates, that is too great a risk to take. Mentorship is a key part in helping students secure employment in their field as quickly as possible, resulting in a win/win/win for students, employers, and Atlantic Canada.

At a provincial level, according to the One NS Report, as of 2016, the age-adjusted employment rate for First Nations is 44.3% and African Nova Scotians 50.0 %. The unfortunate part is the gap has increased since 2011 by 10.9 % for First Nations and 5.2 % for African Nova Scotian communities (3). Statistics like this reflect the need for more effective programming to support diverse communities in starting and/or progressing their careers.

Programs specifically designed to meet the challenges of people who experience barriers to work can and do make a difference, as proven by the University of Victoria. They created work-integrated learning programs unique to Indigenous students after discovering that few of its students were participating in co-op placements. The co-op program is run by Indigenous co-op coordinators, providing capacity to tailor career development opportunities and reduce funding barriers. After a decade, Indigenous student participation in co-op programs at University of Victoria has climbed from near-zero to 19%. (2)

Having a dedicated mentor relationship can be a career defining relationship as students navigate towards and in their chosen industry. Whether it is skill building and application, a helping hand by way of introductions and opportunities, or simply a sounding board when making important decisions, mentorship provides a competitive advantage for students for many years to come.

Ready to take action?

If you are ready to explore how mentorship could be used as a tool in your institution or organization, or how you can improve how you currently work with mentorship, fill out the contact form here, and we will be in touch.

For more information on En Point visit www.youenpoint.com or check us out on social media: Facebook, Instagram, Twitter and LinkedIn!

Resources

1. C.D. Howe Institute, Bad Fits: The Causes, Extent and Costs of Job Skills Mismatch in Canada
2. Royal Bank of Canada, Bridging the Gap: What Canadians told us about the skill Revolution, https://www.rbc.com/dms/enterprise/futurelaunch/_assets-custom/pdf/RBC-19-002-SolutionsWanted-04172019-Digital.pdf
3. One Nova Scotia Dashboard, Employment Rate — First Nations and African Nova Scotians, https://onens.ca/goals/goal-8-first-nations-and-african-nova-scotians-employment-rates/

If after sharing, they are still quiet, here are a couple questions you can consider asking to create an environment where they feel comfortable and willing to share.

Simple introductory questions:

· What program are you in and why?

· Tell me a little bit about your background.

· What got you interested in the industry?

Here are some questions to gain an understanding of who your mentee is trying to be:

· What is it that you really want to be and do? (Encourage them to be honest in their response as the remainder of the questions will be based off the first one.)

· What are you doing really well that is helping you get there?

· What are you not doing well that is preventing you from getting there?

· What will you do differently tomorrow to meet those challenges?

· How can I help / where do you need the most help?

As previously stated in the opening paragraph this is a “starting point” for getting to know your mentee. Try to understand how the mentee must be feeling. They could be nervous, overwhelmed, or even at a loss of words. Understanding how the mentee is feeling is crucial to the initial conversation.

For more information on En Point visit www.youenpoint.com or check us out on social media: Facebook, Instagram, Twitter and LinkedIn!

One of the most frustrating parts of job hunting is applying to job after job and never hearing anything back. When we asked our followers what the hardest part of the job search is, the most common answer was not being able to get an interview. Getting your foot in the door is the hardest part, but there are a few things you can do to increase your chances.

1. Network with the right people

Networking is a source of dread for many. It can be awkward and uncomfortable, but unfortunately it is necessary. Like anything, the more you do it, the better you will get. You want to get your name out there and build relationships with the right people. Attend the right conferences and events based on your interest, find out who are the right people (i.e. HR folks, hiring managers, and decision makers), and where they hang out. Introduce yourself, add them on LinkedIn, follow up. Your chances of getting an interview are much higher if you are known by the employer before you apply!

2. Make sure you have a killer resume

This one is obvious — your resume represents you to the employer. They likely have received dozens (if not hundreds) of resumes, and you need to make yours stand out from the pile.

The best resumes do the following:

• Showcase your personality
• Connect your interests to the company or industry
• Show off your capabilities
• Are reader-focused — pleasing to the eyes, and easy to understand
• Align with your “pitch” or intro
• Take care of the basics

3. Maximize your online presence

In our digital age, you can guarantee that employers are checking you out on social. Having a strong personal brand online is crucial — especially on LinkedIn. A solid, well-positioned, up-to-date, and authentic LinkedIn profile is a great way to help you stand out; in most industries having a LinkedIn profile is standard-practice. Stay active, follow the companies you’re interested in, share things you’re interested in, and don’t be afraid to network. LinkedIn can lead to some great opportunities, if you’re using it right.

Here are some top tips for LinkedIn:

• Be authentic and accurate.
• Complete and up to date
• Personal — but still professional.
• Showcase your talents
• Engage. Engage. Engage!
• Give as much as you take.
• Use it as a relationship management tool.
• Focus on quality not quantity

These may seem like obvious strategies, but they work when aligned with your interests and backed with a strategy geared towards helping you start a career you love. By focusing on these three simple tips, it could make all the difference in getting the interview.

For more information on En Point visit www.youenpoint.com or check us out on social media: Facebook, Instagram, Twitter and LinkedIn!