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W W W. M A I N E B I Z . B I Z 9 F E B R UA R Y 5 , 2 0 1 8 Meet Sam McGee, Business Banker Planner and Project Manager. www.bhbt.com • 888-853-7100 Sam, a 7th generation Mount Desert Island native, has traveled throughout the U.S. but chose to make Maine his home. Sam and his family restored and expanded a home in Northeast Harbor, built by Sam's great-great grandparents. Growing up in a family of builders and entrepreneurs, Sam is skilled at creating plans and seeing them through to completion. Call Sam at 1-888-853-7100 to plan a custom financial package to meet your needs. A Different Way of Looking at Things In business, you have a lot to keep your eye on. Sometimes it's hard to see the opportunities and the risks clearly. That's where Drummond Woodsum can help. We use a team approach – a small group of highly specialized attorneys focused on helping your business see what's ahead before you take that next step. It's extremely efficient and cost-effective, and an excellent way to get the legal insight you need when you need it. We practice law differently. Since 1965. dwmlaw.com | 800.727.1941 Q: My employees vary widely in their potential. What kind of mentoring should I offer to give them opportunities to develop their unique strengths? ACE Advises: Apply this two-step process to any level of potential and mentoring content. 1. Identify potential: There are two factors to consider: Will and skill. To what extent does this person want to learn, and at what skill level already? 2. Identify specific learning need and mentor: We each have individ- ual potential, development needs and strengths. We are at different levels with different facets of our work. We can learn, we can teach. HIgh will/high skill: This person is a candidate for advancement. Current work is mastered, and the employee wants more. Mentoring focuses on setting and achieving new challenges. Mentoring from a career development role model — a senior-level person or someone more senior or an orga- nization influencer — is helpful here. High will/low skill: This is typically a person new to a role. Mentoring focuses on mastering the current work, speeding the learning curve. Mentoring from a content expert works best here. Low will/high skill: This person prob- ably has been in a role for a long time, has mastered status quo work, but resists change. Mentoring focuses on encouraging receptivity to changes, and reinforcing value of skills already in place. Peer mentoring is often pow- erful in these situations. Low will/low skill: This person performs poorly across the board, a better candidate for performance management than mentoring. Some mentoring may be included in the per- formance plan, but the emphasis is on setting very clear remedial, rather than developmental, goals and con- sequences of meeting them or not. Direct supervisors most appropriately work with these situations. A S K AC E A n s w e r e d b y S u s a n d e G r a n d p r e , C o l l a b o r a t i o n C o n s u lt i n g The Association for Consulting Expertise (ACE) is a non-profit association of independent consultants who value "Success through Collaboration." The public is welcome to attend its regular meetings to share best practices and engage with industry experts. For more information go to www.consultexpertise.com. Susan deGrandpre of Collaboration Consulting can be reached at Susan@CollaborationConsulting.biz

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