Our employees aren’t just talented and dedicated. They’re great listeners and teachers, too.
The More You Know, the More You Grow
The mentoring process begins on day one and continues as long you like. Our only request is for you to change mentors every few years to gain new perspectives and build more connections inside the firm. We encourage you to pair up with someone who is not like you to develop a greater understanding of and appreciation for our many differences.
Through FUEL you’ll have the opportunity to continuously gain technical knowledge and skills, learn more about the firm’s markets and services, and get a head start on forging a successful career path that’s right for you.
FUEL is comprised of three progressive stages:
FUEL begins with “The KSM Experience” – KSM’s onboarding program – during which a new hire is assigned an “ambassador” who helps with assimilation to the firm’s culture, people, and work. Typically the ambassador is someone from the same work group who has been with KSM for a few years and knows the ropes. In particular the ambassador helps with:
- Understanding KSM’s mission, structure, and services
- Making introductions, both in workgroups and across KSM
- Facilitating answers to any questions along the way
The ambassador stays connected throughout the first year and touches base at least once a quarter to see how things are going, answer questions, share information, and provide support. All of this is aimed at facilitating stronger and faster acclimation to the role, KSM, and KSM’s culture. Of course our new hires are welcome to reach out more frequently as desired.
After one year with KSM everyone has the option of selecting a mentor. Rather than focusing on just personal and professional goals, our mentors are poised to help with real work and life challenges, issues, ambitions, and relationships.
More specifically, our mentors nurture their mentees with information and ideas, advocate on their behalf (sometimes even playing devil’s advocate), help work through career aspirations and life challenges, and facilitate connections to the right people at the right time. They are committed to be there for their mentees, no matter how frequently or infrequently they are needed. That is ultimately up to the mentee.
The mentee is the “gauge” to measure the success of the mentoring relationship. While FUEL provides the framework, resources, and tools, it is ultimately the mentee’s responsibility to engage in the entire FUEL process to realize aspirations.
During initial meetings the mentee works with their mentor to identify the knowledge, skills, and experiences they wish to achieve. Over the next two years it is up to the mentee to take the initiative to seek continued guidance from their mentor, maintain the ability to listen, and be open to and accepting of their mentor’s ideas, input, and points of view. The mentee also shares some of their own ideas, thoughts, and experiences to help the mentor grow as well.
As the end of the second year of the mentoring relationship approaches, the mentee begins to evaluate the progress made and determines if continuing with the current relationship makes sense. The mentee can also decide to seek additional mentoring from a new mentor. The choice is up to him or her!
Smart, experienced, and visionary, Tim takes on the firm’s top role at a pivotal time.