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I find in the age group 35-45 often are tremendous at their skills, but no one takes the time to help them get to the next level or if they're promoted, they don't bridge the skills gap.
Anyone else agree?
In my first Regional Webinar - we purposely set it up that we would pause for reaction and enable the moderator to bring in comments and interaction from the participants
It's not perfect, but we increase the opportunity to provide two way interaction on the topic to lift individuals in the moment and hopefully beyond.
I've floated an idea to continue these conversations in a Facebook live event after the event so that we could give live access to the speakers to further develop the skills of our mentees.
We've not implemented it yet, but would love to pilot it with someone in any region.
I find pushing out a body of knowledge is helpful, but true learning comes from a human connection and pulling knowledge in response to mentee questions.
Thank you for the comments and engagement.
I am in agreement with you in regards to coaching and mentoring. It will be great to do something about it.
Amanda Foster - I believe next issue should have more on Mentoring - maybe a standing column?
Kiran Mann - it seems there is a strong appetite for Mentoring; perhaps we can pull forward our pilot program in HD&L forward into an article and and advertise we're moving into a new phase. I believe you've already shared some information.
Stephanie Gaulding -This is a good time for HD&L as we have strong support for this work and there is a need from our community.
It would be great to co-create something on mentoring for the Newsletter.