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Are you wondering how to attract and retain employees and increase satisfaction as we continue to hear about the “great resignation”?
Mentorship has been proven to be a successful...
Are you wondering how to attract and retain employees and increase satisfaction as we continue to hear about the “great resignation”?
Mentorship has been proven to be a successful method of employee engagement that gives participants a chance to share their knowledge while making a difference. This can reduce stress and increase satisfaction. Having facilitated over 1,200 mentorship matches, StartOut is familiar with the impact these relationships have.
StartOut Mentorship Program Manager Derrick Foust and Wealth Advisor’s Vice President Eve Ellis will be joining us to discuss how corporations have partnered with StartOut to implement their own mentorship programs for employees while supporting LGBTQ+ founders.
In this chat, we’ll talk about:
Derrick is a Program Manager at StartOut, overseeing mentorship programming to drive impact objectives through curated connection and resource building.
To date, we have matched 1,000+ founders with mentors, with a 98% satisfaction rate from participants.
He has a passion for amplifying voices in entrepreneurship and working with smart companies who want to share their message in creative, community-driven ways.
He's worked for The Gotham Film & Media Institute (formerly IFP) and Made in NY Media Center championing creatives and entrepreneurs along the way.
Eve Ellis is a wealth advisor developing sophisticated solutions which integrate traditional investments, trust, and estate planning, lending, and philanthropy for a select number of high-net-worth individuals, families, family offices, and nonprofit organizations, as well as custom planning for executives and entrepreneurs anticipating late-stage, pre- and post-liquidity events.
She also advises interested clients on socially responsible and impact investments, and provides access to two proprietary portfolios which she co-manages – the Gender Parity Strategy and the Matterhorn/Refinitiv Diversity & Inclusion Strategy - to investors seeking to align their investments with their values.
She is a member of the Forum for Sustainable and Responsible Investment (US SIF).
Eve served on the board of the Ms. Foundation for Women for eight years and is a founding board member of the Ms. Action Fund. She is also longtime board member of Maccabi USA and of the investment committee of Congregation Rodeph Sholom in NYC.
A former professional tennis player, Eve was inducted into the Philadelphia Jewish Sports Hall of Fame in 2011. She is also a Captain for the Yale Women’s Athletic Network.
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How to get leadership buy-in for a mentorship program?
Can you share your thoughts and insights on Reverse Mentoring with a DEI perspective?
How do you keep the mentors engaged?
Should a direct report be mentored or should managers select people outside their division/section
What level of management will qualify as a mentor?
When establishing a mentorship relationship, what are the biggest "Don'ts"?
What is the number 1 takeaway that you hope we leave with?
We've seen this sort of thing happening in our space with brands building out professional development programs for the influencers they work with. Do you think the mentorship aspect will extend...
do you have data that links employee engagement and retention?
Should additional compensation be discussed for the mentors?
How do you hold mentors accountable?
Why are we all talking about employee engagement while it should be all about employee fulfillment?
How do you start mentor or sponsorship programs within the workplace?
How do qualify mentors so that they really have the expertise to help the mentee?
Are there readily available mentorship templates and guidelines?
What are your thoughts on group mentoring circles vs. 1:1?
What is the best structure to start with forming a mentorship program? For example setting goals over 2-3 year period?
Excited to hear more about how we can incorporate a mentorship program into our non-profit to drive employee engagement.
In a VUCA world how can an organization foster engagement and continue to maintain it front and center for it's leaders who in turn need to do it for their teams?
What do you think the biggest challenge is when it comes to mentorship?
What is the most successful type of mentorship program in a manufacturing setting?
Would love to hear thoughts on best-practices in training colleagues to be mentors to juniors! Scalable tips and tricks for helping them build an effective mentoring relationship?
No questions at this time
No specific question beyond what has already been asked. Looking forward to hearing the material!
Can you provide examples of mentorship programs and initiatives that do not require significant resources or a big budget from leadership?
In a typical mentor/mentee relationship, the assumption is that the mentee is exclusively gaining in the relationship. How can you create a program that ensures there is no perceived benefit...
What are some red flags I should look out for if someone sends me a message to be a mentor?
How to get the most from a mentor relationship
How do you bridge the gap of us vs them mindset
Does anyone have experience using "Reverse Mentorship"?
None that I can think of
What is the best way to structure a mentorship program? Formalized with specific meeting cadence and homework, or more of an exploration of the role with conversation starters?
Is there a specific question you have for the speaker? Let us know!