How to give constructive feedback is a great question to ask and an important soft skill to develop especially if you are now managing a team. The abiliity for coach and mentor well each of your team members is essentially to your and your team’s success. To be a great team leader, you need to…
I saw a set of questions online about how to manage and mentor marketing interns. As I used to manage and mentor lots of consultants including interns when I worked for Deloitte, I wanted to share my 2 cents. The questions didn’t specify whether these were high school, college, or MBA interns, so I will assume these are college interns
Q1) what are some tips and advice on motivating team members to mentor interns? what are some ways to encourage team members to foster their leadership and mentorship skills while utilizing the interns?
There are four things you can do to motivate team members to mentor/use interns
- Market interns as a free resource team members can use to lighten their load. Anyone would want to get free help
- Each intern needs a designated team member mentor. Allow your team members to choose their interns instead of assign them one. This encourages the team members that volunteer first to get first picks and they get who they want.
- Make it mandatory for everyone if you have enough interns and add their performance as a mentor part of the team member’s performance review under Leadership Potential. This will align incentives with your goals.
- Provide a short training on how to best mentor / utilize interns. Provide examples of appropriate intern task. Steps to follow to provide proper mentoring.
Q2) What are some ways to keep interns engaged and motivated in an internship program?
You can try several of the following ideas.
- Create an Intern Event (90 min) near the end of the internship – require all team members and intern to attend. At this event, give each Intern a chance to present 5 min – what they did and what they learned. This will provide an opportunity for Interns to present and will motivate team members to give their interns some meaning work. Maybe provide food and do it during lunch to minimize impact on work productivity.
- Same as 4 above. Provide training to team member mentors so that they know not to just give intern only mundane work like copying and arranging meeting.
- If times allows, have a team member be the Intern Advocate for all interns. He or she can have meet with Interns to figure out what they hope to learn from the internship. From that, the information can be disseminated to all team members with interns to try to incorporate. He or she can also be a go-to person if any team member or intern is experiencing difficulty during the internship.
- Manage Intern expectations. A lot of their work may be mundane like filing and copying. They are there because they are trading that work for opportunities to learn new things as well.
- If in case you don’t have enough team members for all the interns you hired, then perhaps try an Apprentice Model. Split them into 2 or 3 teams with one team members each and have them either compete on one project or each team work on separate projects. Either way, there needs to be a final presentation by each team.
At the end of the day, even though interns are young, they are also smart and ambitious. The focus is to create opportunity for them to learn something new while allowing team members to offload some of the low-level tasks to them.
Q3) What are some example 1-month marketing projects that interns could be assigned in addition to their daily tasks?
This one is kind of hard to answer. I would delegate this to each team member who has an intern to come up with a 1 month project that an intern can work on and help support that team member’s work. Some example can be
- Market research work regarding a new target customer segment
- come up with campaign copy if the target audience is the age of these interns
- Competitive research
Hope that helps. I am always in your corner
Yesterday, one of my friend sent me this article written by Steve Blank about Mentors, Teachers, and Coaches. I wanted to shared it with you to get your perspective. Steve makes great distinctions about the difference between mentors vs. teachers vs. coaches. I completely agree with this. He says
- Teachers, coaches and mentors are each something different.
- If you want to learn a specific subject find a teacher.
- If you want to hone specific skills or reach an exact goal hire a coach.
- If you want to get smarter and better over your career find someone who cares about you enough to be a mentor.
In the article, he also went on to define what has to exist for a mentoring relationship to form. This is where I disagreed. In this article, Steve Blank wrote “what made these relationships a mentorship is this: I was giving as good as I was getting. While I was learning from them – and their years of experience and expertise – what I was giving back to them was equally important. I was bringing fresh insights to their data. It wasn’t that I was just more up to date on the current technology, markets or trends, it was that I was able to recognize patterns and bring new perspectives to what these very smart people already knew. In hindsight, mentorship is a synergistic relationship.”
I do believe both mentor and mentee/protege get something out of the relationship, but I don’t believe it has to be mutual mentorship as Steve describes. A mentor provides help to someone who values his/her experience and perspective . What is absolutely needed for a mentoring relationship to form are personal rapport, mutual inspiration (mentor is inspired by mentee’s potential and passion and mentee is inspired by mentor’s experience and wisdom), and a mutual agreement to enter into this kind of relationship. The type of mentoring relationship Steve describes is just one kind.
I think of Mentoring most of the time is a “Pay it Forward” model. I was lucky and still am to be mentored by great people who helped me learn from their mistakes and guide me in life or work. I also “pay it forward” by mentoring other folks that have passion and potential and wants my help. Do I also learn from my mentees? Absolutely, but it’s not why I agreed to be their mentor. Ultimately I think personal rapport and mutual respect are what’s critical to make a mentoring relationship work.
In the article, Steve also talks about a person who asked him during one of his talks, “How do I get you, or someone like you to become my mentor?” Steve’s response was “At least for me, becoming someone’s mentor means a two-way relationship. A mentorship is a back and forth dialog – it’s as much about giving as it is about getting. It’s a much higher-level conversation than just teaching. Think about what can we learn together? How much are you going to bring to the relationship?”
I think Steve also couldn’t easily agree to be a mentor because that person didn’t know how to ask Steve to be a mentor. They have no rapport with Steve and the person didn’t know how to express why Steve would be a great mentor for him and inspire Steve to care. Asking someone and the process of building a mentoring relationship is an art in itself. For tips on how to ask someone to be your mentor, refer to How to Ask Someone to be Your Mentor?
So be sure to find great mentors for yourself as well as pay it forward and take opportunity to mentor others. What do you think? I would love to hear your comments.
I am in your corner.