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Kimberly Blessing

Managing, Mentoring, and Hiring: Why is it so damn hard?

4 min read

Think sticker

The super-cool Think Brownstone stickers I gave away at BarCamp!

I had the privilege of leading a problem solving discussion at BarCamp Philly this past Saturday. The session was proposed at the last moment (while the first sessions were going on) in response to a few conversations I had over morning coffee -- I was amazed to end up in a packed room full of very vocal people! It's clear our community has a lot to discuss on the topics of management, mentoring, and hiring. Thanks to everyone for participating and making this such an engaging session!

Here are photos of the blackboard notes/mind-map -- they're a bit blurry, but you still make out most of the text and the lines connecting ideas.

  1. Define the Problem "Screen Shots": 1, 2, 3, 4, 5
  2. Mentoring focus "Screen Shots": 1, 2, 3, 4, 5, 6

A transcription of all the blackboard notes follows -- but I think the big takeaway of the session were the mentoring action steps we identified:

  1. Define mentoring: what are you trying to achieve?
  2. Carve out the time: make it important, protect it, make it part of everyone's job
  3. Ask: not for mentoring but for information, for input, "how can I help?"
  4. Do things together and make it visible
  5. Express thanks

Before you go through the full notes: I'm serious about getting together again to continue the conversation! Please leave a comment on this blog post, email me, or @/DM me on Twitter so I can be sure you get an invite to the meetup!


Define the problem

    • No mentoring at many places
    • Hard to mentor if you're not being mentored
      • No managerial/organizational support
        • Do you set aside time for mentoring activities?
    • No one gives a shit when trying to mentor
    • Bidirectional mentoring: [other party] not always interested
    • Finding people / the right people
      • People with potential
      • Headhunters [=] Noise
      • [Many] unqualified candidates
      • Depends on company: hiring for culture, skills, experience?
        • Do we even know what we're hiring for?
          • Speedy growth
          • Same job title (not description) means different things at different companies
            • Different responsibilities, different expectations (on both sides)
          • As person being hired:
            • Why am I being hired?
            • What am I doing?
            • Is it OK to ask questions?
      • Dilution of credentials
        • PhD [in CS] but can't code
        • As jobseeker, educationally over-qualified, less job experience
          • Resume format hasn't changed, how do you present yourself?
            • Cover letter still important!
          • For developers, where is the code portfolio?
      • What is the qualification to get through?
        • Puzzles
        • Quizzes
        • Essays
      • Can someone meet our expectations?
        • [Example: job posting asking for] 10 years of jQuery experience
    • Hiring
      • Tools are shitty and inhibit process
        • Broad job posting not effective
      • Expensive! Job portal posting and lots of asshats apply
      • [Managing/researching applicants]
        • Resumator + LinkedIn
        • Stack Overflow
        • Ranking candidates
          • Bullet Analytics
      • Where to post jobs locally?
        • Technically Philly job board - will have job fair in 2014
        • Local network and community
          • Be an active participant in community so people want to work with/for you
          • Most groups are for senior/advanced people
          • How to go from email to action?
        • How to find junior talent?
          • Campus Philly
          • Drexel Co-Ops (people love them)
    • At this point, we were 15 minutes into our time, so we voted on one area to focus on; the group chose mentoring.

Focus on Mentoring

  • This is a skill in and of itself!
  • Big difference between mentoring and training
    • What is the hidden curriculum in your organization?
  • Finding time
    • Carve it out
  • Care more!
    • How to make those NOT in this room care more?
      • How do we encourage more soft mentors?
        • Make it a requirement
  • Coaching
    • Helping people express themselves makes them better at what they do
  • Apprenticeship
    • Formal programs
  • Context/structure
    • "Soft" mentoring instead of formal
      • Team collaboration and valuing others' opinions?
      • Recognition is important
      • How to find a mentor as a junior person?
        • Look for someone who is passionate about what they do
        • Look for someone who is open
        • Show them what you're working on
        • Ask
          • We aren't taught to ask good questions
            • Are we hiring people who won't ask by looking for purple squirrels (super ninja rockstars are self confident)
            • [Nor are we taught] to recognize others, e.g. acknowledge someone in code comments
          • Conversation starters:
            • What's wrong with this?
            • What am I missing?
            • What have you tried?
    • Some organizations separate mentoring from management
      • [Why?] This introduces BIAS in management process
  • Why is this a corporate expectation? Why don't kids go out and find [their] own mentors?
  • Manager != Leader, Leader != Manager
    • Being a mentor is a differentiator

Mentoring Action Steps

  1. Define mentoring: what are you trying to achieve?
  2. Carve out the time: make it important, protect it, make it part of everyone's job
  3. Ask: not for mentoring but for information, for input, "how can I help?"
  4. Do things together and make it visible
  5. Express thanks