{"id":80133,"date":"2021-09-09T03:01:25","date_gmt":"2021-09-09T01:01:25","guid":{"rendered":"https:\/\/blog.bluebeam.com\/se\/?p=80133"},"modified":"2021-09-10T09:37:47","modified_gmt":"2021-09-10T07:37:47","slug":"mentorship-in-construction","status":"publish","type":"post","link":"https:\/\/blog.bluebeam.com\/se\/mentorship-in-construction\/","title":{"rendered":"Varf\u00f6r mentorprogram \u00e4r v\u00e4rda entrepren\u00f6rernas tid"},"content":{"rendered":"\n

Illustration av Lil Chan<\/em><\/p>\n\n\n\n

Mentorprogram \u00e4r v\u00e4rdefulla f\u00f6r mentorer, adepter och arbetsgivare. Enligt experter p\u00e5 HR och aff\u00e4rsledning<\/a> blir personalen mer engagerad, mer produktiv och stannar l\u00e4ngre inom f\u00f6retaget. De kan till och med leda till avancemang och h\u00f6gre l\u00f6n f\u00f6r deltagarna tack vare de relationer som odlas.<\/p>\n\n\n\n

Medan arbetsgivare och arbetstagare brottades med de extraordin\u00e4ra utmaningar som covid-19 nyligen f\u00f6rde med sig kunde det h\u00e4nda att program f\u00f6r mentorskap och karri\u00e4rutveckling fick st\u00e5 tillbaka. I en enk\u00e4t fr\u00e5n Doodle<\/a>, som \u00e4r ett onlineverktyg f\u00f6r schemal\u00e4ggning av m\u00f6ten, svarade 41 % av de tillfr\u00e5gade att deras karri\u00e4rer hade stannat av under pandemin. 49 % sa att de saknade l\u00f6pande program som mentorskap p\u00e5 sina arbetsplatser.<\/p>\n\n\n\n

N\u00e4r vi nu r\u00f6r oss allt l\u00e4ngre bort fr\u00e5n pandemins tuffaste dagar kanske det \u00e4r dags f\u00f6r byggf\u00f6retagen att ta en ny titt p\u00e5 sina mentorprogram, eller skapa nya. \u201dDet har aldrig varit viktigare \u00e4n nu, eftersom kontakt \u00e4r allt\u201d, s\u00e4ger Anna Wahl, grundare och huvudkonsult inom HR p\u00e5 Wisconsin-baserade CultureStream HR Solutions<\/a>. \u201dMan beh\u00f6ver bara se sig omkring i v\u00e4rlden idag f\u00f6r att f\u00f6rst\u00e5 hur m\u00e5nga som lider av att inte l\u00e4ngre ha kontakt med sina n\u00e4ra och k\u00e4ra.\u201d<\/p>\n\n\n\n

F\u00f6r m\u00e5nga har arbetet alltid fungerat som en slags familj. \u201dDet \u00e4r viktigt att h\u00e5lla kontakten och tro p\u00e5 att man fortfarande har en v\u00e4g fram\u00e5t i karri\u00e4ren\u201d, s\u00e4ger Anna. Mentorprogram kan hj\u00e4lpa de anst\u00e4llda att g\u00f6ra just det.<\/p>\n\n\n\n

Staka ut en karri\u00e4r<\/strong><\/h3>\n\n\n\n

Mentorskap finns i alla t\u00e4nkbara former. Relationer byggs ofta upp informellt mellan kollegor under vardagliga samtal om upplevelser eller dilemman p\u00e5 jobbet. Det finns ocks\u00e5 fackgrupper som erbjuder formella program.<\/p>\n\n\n\n

Rachel Killion var ny som arkitektdesigner och os\u00e4ker p\u00e5 exakt hur v\u00e4gen fram\u00e5t skulle se ut n\u00e4r hon gick med i American Institute of Architechts Chicago-avdelnings mentorprogram Bridge f\u00f6r n\u00e5gra \u00e5r sedan. Bridge parar ihop nyblivna arkitekter med AIA-medlemmar.<\/p>\n\n\n\n

\u201dDet hj\u00e4lpte mig verkligen att se att arkitektyrket kan se ut p\u00e5 m\u00e5nga olika s\u00e4tt. Att f\u00e5 prata med andra i roller som s\u00e5g lite annorlunda ut var oerh\u00f6rt v\u00e4rdefullt f\u00f6r min personliga och yrkesm\u00e4ssiga utveckling\u201d, s\u00e4ger Rachel, som \u00e4r Senior Associate p\u00e5 Hartshorne Plunkard Architecture<\/a> i Chicago.<\/p>\n\n\n\n

Nu \u00e4r Rachel medordf\u00f6rande f\u00f6r programmet tillsammans med Carl Sergio, Senior Project Architect p\u00e5 IA Interior Architects<\/a> och Jessie LaFree, projektledare p\u00e5 Mike Shively Architecture<\/a>. Programmet handlar mindre om att l\u00e4ra ut kunskaper och mer om att dela erfarenheter mellan mentorer och adepter, s\u00e4ger Jessie.<\/p>\n\n\n\n

\u201dDet \u00e4r allm\u00e4nt k\u00e4nt inom arkitekturen att man kanske inte n\u00e5r sina b\u00e4sta \u00e5r f\u00f6rr\u00e4n man \u00e4r \u00f6ver 50\u201d, s\u00e4ger Carl Sergio. \u201dD\u00e4rmed finns det mycket st\u00f6rre m\u00f6jligheter att kontinuerligt dela kunskaper och erfarenheter. Det finns ocks\u00e5 viktiga \u00f6verg\u00e5ngsmoment i en arkitekts karri\u00e4r som \u00e4r avg\u00f6rande och d\u00e4r det beh\u00f6vs mentorskap och hj\u00e4lp att g\u00e5 fram\u00e5t.\u201d<\/p>\n\n\n\n

Bridge fortsatte virtuellt under covid-19, och delvis p\u00e5 grund av framg\u00e5ngen med programmet har Carl Sergio hj\u00e4lpt till att skapa ett nationellt mentorprogram genom AIA. Det heter NEXUS och parar ocks\u00e5 ihop nya yrkesverksamma med AIA-medlemmar. De f\u00f6rsta sessionerna b\u00f6rjade i maj.<\/p>\n\n\n\n

Genom Construction Management Association of Americas mentorprogram<\/a> kan blivande byggledare bli tilldelade certifierade byggledare som mentorer. Dessa relationer mellan mentorer och adepter \u00e4r helt avg\u00f6rande, s\u00e4ger Nick Soto, som \u00e4r Vice President of Professional Development f\u00f6r organisationen. Men det \u00e4r \u00e4ven de kontakter som odlas mellan j\u00e4mb\u00f6rdiga kollegor i programmet. De kan fungera som bollplank f\u00f6r varandra medan de parallellt kl\u00e4ttrar upp\u00e5t i karri\u00e4ren.<\/p>\n\n\n\n

\u201dJag tycker att ett mentorprogram i f\u00f6rsta hand b\u00f6r handla om att bygga n\u00e4tverk\u201d, s\u00e4ger Nick. \u201dDet handlar inte bara om att n\u00e4tverka med experter, utan \u00e4ven med personer i en liknande situation som din.\u201d<\/p>\n\n\n\n

Internt mentorskap<\/strong><\/h3>\n\n\n\n

Medan fackgrupper och individuella kontakter kan hj\u00e4lpa m\u00e4nniskor att staka ut kursen f\u00f6r sin karri\u00e4r kan arbetsplatser ocks\u00e5 bygga en mentorskapskultur, s\u00e4ger Je\u2019Nen M. Chastain, grundare av Apostrophe Consulting<\/a> i North Carolina som fungerar som r\u00e5dgivare i personalfr\u00e5gor f\u00f6r arkitektfirmor.<\/p>\n\n\n\n

\u201dV\u00e4rdet \u00e4r att man skapar en kultur av f\u00f6rtroende och kommunikation, d\u00e4r de anst\u00e4llda l\u00e4ngre ner i hierarkin k\u00e4nner att de kan v\u00e4nda sig till kollegor l\u00e4ngre upp\u201d, s\u00e4ger Je\u2019Nen. \u201dDe l\u00e4r sig hur man st\u00e4ller fr\u00e5gor, hur man st\u00e4ller r\u00e4tt fr\u00e5gor, och deras kommunikation hindras inte av os\u00e4kerhet kring hur man skaffar den hj\u00e4lp man beh\u00f6ver f\u00f6r att komma fram\u00e5t.\u201d<\/p>\n\n\n\n

Informellt inneb\u00e4r det att man m\u00f6jligg\u00f6r tv\u00e5v\u00e4gskommunikation mellan projektledare och personal i l\u00e4gre befattningar, och h\u00e5ller regelbundna m\u00f6ten f\u00f6r att skapa \u00f6ppenhet f\u00f6r hela personalen kring projekt och marknadsf\u00f6ringsarbete.<\/p>\n\n\n\n

Mer formellt inneb\u00e4r det att man skapar ett internt mentorprogram. Men man kan inte bara kasta ihop n\u00e5gra kollegor och hoppas p\u00e5 det b\u00e4sta.<\/p>\n\n\n\n

H\u00e4r \u00e4r n\u00e5gra saker som k\u00e4nnetecknar ett bra mentorprogram.<\/p>\n\n\n\n

St\u00f6d fr\u00e5n ledningen<\/strong><\/h3>\n\n\n\n

F\u00f6retagets ledningsgrupp m\u00e5ste vara med p\u00e5 t\u00e5get, s\u00e4ger Anna Wahl som byggde ett mentorprogram under en tidigare anst\u00e4llning p\u00e5 ett teknikf\u00f6retag. Och det f\u00e5r inte bara vara tomma ord. F\u00f6retaget b\u00f6r betala f\u00f6r regelbundna evenemang som fika eller erk\u00e4nnandeprogram f\u00f6r att visa st\u00f6d f\u00f6r initiativet, och ledarna b\u00f6r delta, s\u00e4ger hon.<\/p>\n\n\n\n

Hitta r\u00e4tt mentorer<\/strong><\/h3>\n\n\n\n

Bra mentorer har mjuka f\u00e4rdigheter. De \u00e4r effektiva kommunikat\u00f6rer som lyssnar aktivt och visar empati. \u201dMan vill helst ha n\u00e5gon som vill engagera sig och fungera som guide\u201d, s\u00e4ger Anna.<\/p>\n\n\n\n

Ta emot feedback<\/strong><\/h3>\n\n\n\n

Se till att programmet uppfyller deltagarnas behov. Efter att Anna hade lanserat mentorprogrammet h\u00f6rde vissa deltagare av sig och ber\u00e4ttade att de helst inte ville vara mentorer f\u00f6r sina direkt underst\u00e4llda. I ett annat fall var det n\u00e5gon som bad om coachingsessioner p\u00e5 kortare sikt med fokus p\u00e5 en viss f\u00e4rdighet. Anna genomf\u00f6rde \u00e4ndringarna. \u201dVi utvecklar programmet hela tiden\u201d, s\u00e4ger hon.<\/p>\n\n\n\n

Skilj programmet fr\u00e5n jobbm\u00f6jligheter<\/strong><\/h3>\n\n\n\n

N\u00e4r Construction Management Association hade lanserat sitt mentorprogram fick Nick Soto klagom\u00e5l fr\u00e5n mentorer om adepter som f\u00f6rv\u00e4ntade sig att kontakten skulle leda till en befordran eller ett nytt jobb. \u201dS\u00e5 ville vi inte ha det\u201d, s\u00e4ger han. \u201dDe k\u00e4nde sig utnyttjade.\u201d<\/p>\n\n\n\n

Tvinga aldrig fram relationerna<\/strong><\/h3>\n\n\n\n

Enligt Jessie LaFree \u00e4r nyckeln att hitta m\u00e4nniskor som knyter an till varandra och trivs med att umg\u00e5s. Om n\u00e5gra inte kommer \u00f6verens ska man inte f\u00f6rs\u00f6ka r\u00e4dda relationen. \u201dOm det inte fungerar f\u00e5r man flytta p\u00e5 dem\u201d, s\u00e4ger Je\u2019Nen M. Chastain. \u201dN\u00e5got som verkligen kan ta d\u00f6d p\u00e5 ett mentorprogram \u00e4r att inte para ihop r\u00e4tt personer med varandra.\u201d<\/p>\n\n\n\n

T\u00e4nk p\u00e5 att alla tj\u00e4nar p\u00e5 det<\/strong><\/h3>\n\n\n\n

Adepterna f\u00e5r visserligen alla m\u00f6jliga f\u00f6rdelar \u2013 fr\u00e5n att l\u00e4ra sig v\u00e4rdefulla f\u00e4rdigheter till att hitta den b\u00e4sta v\u00e4gen fram\u00e5t i karri\u00e4ren \u2013 men det kan \u00e4ven mentorerna g\u00f6ra. Vissa av dem k\u00e4nner att de f\u00e5r lika mycket som de ger, s\u00e4ger Je\u2019Nen.<\/p>\n\n\n\n

\u201dVinsten \u00e4r en l\u00e5ngsiktig investering i n\u00e5gon\u201d, s\u00e4ger hon. \u201dMan f\u00e5r se deras karri\u00e4rutveckling \u00f6ver tid. Man hj\u00e4lper dem att stanna kvar i yrket. Och man hj\u00e4lper dem att v\u00e4xa och bli den yrkesut\u00f6vare de ska vara.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

Relationer \u00e4r viktiga inom alla yrken, men att ha ett formellt mentorprogram kan vara ett s\u00e4tt f\u00f6r ett byggf\u00f6retag att h\u00f6ja personalens kompetens<\/p>\n","protected":false},"author":651,"featured_media":80134,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[16712],"tags":[16752],"class_list":["post-80133","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-people","tag-leadership","category-16712","description-off"],"yoast_head":"\nVarf\u00f6r mentorprogram i byggbranschen \u00e4r v\u00e4l v\u00e4rda tiden - Built | SE<\/title>\n<meta name=\"description\" content=\"Att ha ett formellt mentorprogram kan vara ett s\u00e4tt f\u00f6r ett byggf\u00f6retag att h\u00f6ja personalens kompetens.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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