Please Join Us at Our New Location!

COMMITTEE BLOGS (AND A BLOG FROM ANNIE WEBB BLANTON) ARE NOW PART OF THE DKG "UNIBLOG"!

SUBSCRIBERS TO THE INTERNATIONAL COMMITTEE BLOGS (C&P, MEMBERSHIP, EEC, FINANCE, CONSTITUTION), PLEASE NOTE: 

In response to members' suggestions, DKG is now posting all international committee blogs in a "uniblog" accessed from the home page at dkg.org (look for the "Blog" button just above the survey!). In this way, members will be able to find all blog messages quickly and will be informed about all areas of DKG. A new feature is included, as Founder Annie Webb Blanton will be blogging as well!

 

Note: 

Tabs at the top of the blog will allow quick access to specific committee posts if one so desires. 

All committee posts will now be done through the uniblog rather than through individual blogs on committee pages.

If you wish to continue following the membership committee blog, please subscribe to the uniblog at http://dkgsi.blogspot.com/   

-- 

Experience DKG at a Regional Conference this Summer!

Members of the DKG International Membership Committee are looking forward to providing training for the incoming State Membership Chairs at each of the Regional Conferences this summer. Mark your calendars and make sure your state is represented in this important training session during which strategies and ideas for strengthening membership in our Society will be shared. Northwest, June 28 – July 1, Spearfish, SD; Southwest, July 4 – 7, Honolulu, HI; Northeast, July 12 – 14, Windsor, Ontario; Southeast, July 19 – 22, Myrtle Beach, SC; and European, July 26 – 29, Tallinn, Estonia. Visit www.dkg.org and the Events tab for more information

Mentoring Goals Setting & Analysis – (Final entry of a 3 part Series)

Within mentoring relationships, mentees learn best by applying what they are learning. With the guidance of a mentor, DKG members are supported as they practice different roles and test their skills and readiness to find solutions to different problems. In this process it is helpful to set and prioritize goals, and outline activities that are needed to achieve those goals. SMART goals are specific and accomplishable. They are:

Specific

Measureable

Achievable

Realistic

Timely

As part of setting goals, mentees work with their mentor to assess strengths and weaknesses and prioritize action as needed. Some questions could be:

• What makes you think there is a problem?
• Where is it happening?
• How is it happening?
• When is it happening?
• Who is it happening with?
• Why is it happening?

And finally the strategy is created: ‘A problem is happening because. …… and what we can do is ………’

Through this analysis mentees improve confidence as they overcome challenges and obstacles. Mentors and mentees develop analytical skills, sharpen problem-solving skills, become better leaders, and contribute to the success of DKG.

Setting up a Mentoring Program – (Part 2 of a 3 part Series)

As you begin, here are some things to consider to help align the objectives of the mentee with the knowledge, experience and expertise of the mentor.

1.      Specify short term and long term objectives

2.      Clarify the preliminary developmental goals

3.      Discuss the reciprocal expectation

4.      Discuss pros and cons of a strategic plan

5.      Decide how, where and when to meet

6.      Discuss how each person likes to communicate

7.      Schedule feedback sessions

8.      Agree on the duration of the program

As in teaching, mentoring is most effective when learning is modeled or shared. It’s important that mentees feel safe and are not judged when asking questions. This encourages them to be open to receive new ideas and strategies as they learn what others are doing in the organization.

The benefits of mentoring extend beyond the mentee and the mentor. A one-on-one meeting in a confidential environment attracts, motivates and retains talent. This interaction creates opportunities to share DKG values and experience. 

Watch for our next blog: Mentoring Goal Setting & Analysis

In the comments below tell us about someone who has been a special mentor. 

Mentoring Roles (Part 1 of a 3 Part Series)

In today’s fast paced world DKG state organizations need to help their members learn – and be able to apply that learning – more quickly. There is a wealth of knowledge and talent in any chapter. The challenge is to ‘tap into’ that knowledge and make it available to other members that need it.

Who could be that ‘magician’? She is a wise and trusted counsellor who has experience and knowledge of DKG, and who is willing and able to share this information with others. She is a mentor. She is caring, balanced, and an effective communicator.

Mentoring is not about offering expert ready-made advice or serving as a role model. It is a voluntary relationship between an experienced member and a less experienced member. It is about asking the right question, staying curious, listening empathically, reframing and analyzing situations, giving feedback and helping the chapter/organization move forward to reach development goals.

Through mentoring members can achieve greater clarity about personal development and become more confident in their own potential and ability. Mentees gain security in their roles and duties as they get feedback in key areas such as communication, interpersonal relationships, and leadership skills.

Who is a good mentee? A mentor can counsel a person who is ready, willing and able to grow. In other words - a mentee should be a FAT person!       

F – faithful       

A – available         

T – teachable

Watch for our next blog: Setting Up a Mentoring Program

In the comments below tell us about a time mentoring helped you or a time you mentored someone else.