Derrick C. June
Senior Enlisted Academy
Class 212 Gold
Without mentorship as one of the pillars supporting our Navy, our Navy would fail!
As Senior Enlisted Leaders it is important to recognize the impact of the mentorship program because the career development of a Sailor is critical for mission success. This paper will show problems discovered within the mentorship program, impact on our Navy and recommendations on actions taken to help the program’s effectiveness.
The current mentorship program, Sailors are selected on a non-gender basis with the requirements of pay grade, developing a mentorship plan, setting up meeting with the mentors; attend program training, progress reviews, reporting any conflicts that may arise with mentor/protégé partnership. Due to the lack of support, commands created a formal mentoring process allowing leaders to expand mentoring roles for the simple fact of not having access to quality mentors for career development (Riche, Kraus,; Hodari 2007). This has cause concerns of the program becoming an administrative nightmare for mentee and leadership alike making the informal mentorship program more beneficial. Another issue that arises when Sailors are forced to into a formalized relationship is that they tend to resist it. For example, Having outlined the concerns of a formal mentorship process, the focus of the paper will shift to discuss the benefits of the informal mentorship program.
History and experienced has yielded a great impact to Sailors personally and profession throughout the Sailors careers. Mentors can offer examples from informal mentorship process will be the most impact a Sailor will gain by personal/professional developing and sharing the knowledge learned through years of experience. Maximizing a Sailor potential will be one of the benefits of this program. Another incentive is allowing the SEA teaches his experience and other ways to stay motivated. With an effective program everybody gets a win. Senior enlisted leaders are critical in the mentorship program has the greatest impact to our mission success.
Sailors are allowed to choose a mentor and not bound by contracts or restrictions. The formal mentoring program at my command is used to sponsor all incoming Sailors with result all a strong foundation in the Sailor career. The experience senior enlisted will build is trust and a strong relationship for everyone, making you an asset to your organization. The informal mentoring program, used by other commands allows the right leader to coach Sailors from all backgrounds. Now that the discussion of mentorship has been explained, recommendations will be provided to strengthen the program, get creative and help Sailors and Senior Enlisted Leaders seek mentors.
Sailors should be assigned a mentor when checking onboard and 90 days to select a permanent mentor. Thus allowing the relationship between mentee/protégé to build. According to the CNO’s 2003 Guidance, the approach to mentoring has seen little effort. (Johnson & Andersen, 2009). The Mentorship program is a process where Sailors experience and expertise are shared to assist personal and developmental growth along with fostering working relationships to become better individuals. It’s time to consider what is working and what is not and to refine our approach. A coherent Navy vision and strategy coupled with a continuum of program options allowing flexibility at the level of individual commands should help to ensure that mentoring is not just a fad but a core element of Navy culture. Providing consistent mentor training including applied skill development tools at key career points would ease the burden on individual commands and ensure more consistent training.
This paper talked about the problems that have been discovered within the mentorship program and discussed the impact it has on our Navy along with recommendations on actions that can be taken to help the program’s effectiveness. As Senior Enlisted Leaders it is important to recognize the impact of the mentorship program because the career development of a Sailor is critical for mission success. As John C. Crosby said “Mentoring is a brain to pick, an ear to listen, and a push in the right direction.”