2024

GLOBAL
MENTORING
ACTION
PROGRAM (M.A.P.)
Talent and Organizational Development
January 31st , 2024

McDermott University
 INTRODUCTIONS

Erica V. Teitelbaum Paul C. Edwards

Senior Manager, Global L&D Manager, Global L&D
VALUE MOMENT

ONE TEAM
WE ARE ONE COMPANY, WHERE EVERYONE IS EQUALLY
IMPORTANT

 Make decisions for the best outcome of the entire

Company; break down silos
 Purposefully include all stakeholders affected when making
decisions; be transparent
 Build a diverse team; the best solutions come from
obtaining different viewpoints
 Recognize the efforts of the team and celebrate successes
 Share your ideas, best practices and lessons learned; listen
and respect other people’s input
 OUTLINE
McDermott Global Mentoring Action Program (M.A.P.)

Program Overview & Benefits & Roles &

Key Components Importance, Responsibilities,
Criteria & Call to Action
Process

Program Campaigns: KPI’s

Enhancements, Open Enrollment & Resources &
Objectives & Learning & Q&A
Outcomes Development
Programs

We will share a copy of the slides and the recording of the

session
Please visit the InSite page to review the resources available
OVERVIEW OF THE M.A.P.
The McDermott Global Mentoring Action
Program (M.A.P.), (powered by MentorCliQ),
is a strategic initiative designed to foster
professional growth, knowledge transfer,
and a culture of continuous learning within
the organization.

The program utilizes the MentorCliQ

platform, offering a structured and user-
friendly environment
for mentorship engagement.

The program incorporates both quarterly

open enrollment campaigns and specific
development program campaigns to ensure
broad participation.
 WHY M.A.P.

The McDermott Global Mentoring Action Program, where mentorship is our

compass for professional growth. Embracing the acronym M.A.P., our
mentoring philosophy draws inspiration from the analogies of a map. Let's
explore how mentoring relates to navigating, discovering, mapping,
optimizing, and connecting on our professional journey.

1. Guidance and Direction: Mentoring is like a compass.

2. Exploration of Territory: Mentoring explores career territories.
3. Charting Personal Growth: Mentoring maps professional development.
4. Route Optimization: Mentoring as route planning.
5. Global Connectivity: Mentoring network as a global network.
 OVERVIEW
McDermott Global Mentoring Action Program (M.A.P.)

Platform Duration Participants Structure

PROGRAM ENHACEMENTS
Continuous Process Improvement

1.Quarterly Global Campaigns

2.Campaigns offering mentoring as an
option for ALL the McDermott Global L&D
programs: CORE, RISE, IMPACTT,
STRIDE, PMA, STERLING, AWL, etc)
3.Modified criteria
4.SMART Matches will be published every
two weeks
5.Learning Path curated for Mentors and
Mentees via our LinkedIn Learning
Platform
6.Improved Resources
7.Updates to the “Mentoring Corner”
inSITE Page
PROGRAM OBJECTIVES

1. Knowledge Transfer: Facilitate

the transfer of knowledge and
expertise within McDermott.
2. Professional Development:
Support mentees in achieving their
professional goals and career
aspirations.
3. Employee Engagement:
Enhance employee engagement
and satisfaction.
4. Networking: Foster cross-
functional and cross-level
networking opportunities.
 OUTCOMES

1.Enhanced Skill Development:

Participants gain new skills and insights
through mentoring relationships.
2. Increased Job Satisfaction: Mentees
experience increased job satisfaction and
engagement.
3. Leadership Pipeline: Identification and
development of high-potential employees
for leadership roles.
4. Knowledge Retention: Successful
transfer of institutional knowledge across
generations.
5. Positive Organizational Culture:
Contribution to a positive and supportive
organizational culture.
 BENEFITS OF THE MCDERMOTT
MENTORING Action PROGRAM:
1. Knowledge Transfer: Description: Experienced mentors transfer industry-specific knowledge and
institutional insights to mentees.
2. Professional Development: Mentees receive personalized guidance and coaching for their professional
growth.
3. Employee Engagement: Active participation in mentoring fosters a sense of belonging and commitment.
4. Leadership Pipeline Development: Identification and development of high-potential employees for
leadership roles.
5. Networking Opportunities: Cross-functional and cross-level networking opportunities for both mentors and
mentees.
6. Skill Enhancement and Goal Achievement: Mentoring partnerships facilitate the achievement of
predefined goals.
7. Positive Organizational Culture: Cultivates a culture of mentorship, support, and continuous learning.
8. Employee Satisfaction and Well-being: The sense of support and guidance positively impacts employee
well-being.
9. Innovation and Creativity: Exposure to diverse perspectives and experiences stimulates innovation.
10. Retention and Talent Development: The investment in employee development improves talent retention.
11. Feedback and Continuous Improvement: Regular feedback loops contribute to program enhancements.
12. Company Reputation: A robust mentoring program enhances McDermott's reputation as a supportive and
development-focused employer.
The McDermott Mentoring Action Program (M.A.P.) is
a cornerstone in our commitment to talent
development and organizational excellence.

By strategically pairing experienced mentors with

ambitious mentees, the program not only enhances THE
individual skills but also cultivates a culture of
knowledge sharing, collaboration, and continuous IMPORTANCE
improvement.
AND BUSINESS
Through M.A.P., we leverage the collective expertise
within McDermott to propel the career growth of our
IMPACT OF THE
employees, ultimately contributing to the long-term MENTORING
success of the organization.
Action
In addition to its profound impact on individual
development, M.A.P. serves as a catalyst for
PROGRAM
innovation and heightened employee engagement.
The program fosters an environment where diverse
perspectives intersect, sparking creative solutions to
complex challenges.
 M.A.P. PROGRAM CRITERIA

Competencies:
Program Roles:  Strategic Thinking
 Mentor  Coach & Develop Others
 Mentee  Communicate Effectively
 HR  Facilitating Change
 Influence
Default Capacity:  Customer Focus
 Mentor 2 Matches  Networking
 Mentee 1 Match  Decision Making
 Problem Solving
Style:  Conflict Management
 One-to-one  Execute Complex Projects
 Engagement
 Business and Financial Management
Suggested Matching:  Resilience
 Mentee can suggest a match with Mentor  Build and motivate teams
 Driving Performance
 Collaboration
 MENTORING Action PROGRAM
UNDERSTANDING THE PROCESS/STEPS

01 02 03 04 05
Open Enrollment Orientation and Regular Check-ins
Campaigns Development Training Mentoring and Resources
Program Campaigns Partnerships
Quarterly open Orientation sessions  Regular check-ins
enrollment Specific campaigns for mentors and  One-on- through the
campaigns tied to organizational mentees on using one mentoring part platform to monitor
advertised through development the MentorCliQ nerships progress.
internal programs platform. established  MentorCliQ
communication Participants in Training on through the resources,
channels development effective mentoring platform. including
Employees express programs have the practices and goal-  Clear guidelines discussion guides
interest as option to opt setting. and expectations and goal-setting
either mentors or into mentoring. provided to tools, utilized.
mentees. Matched both mentors and
MentorCliQ platform with mentors for the mentees.
matches duration of the
participants based program.
on preferences,
skills, and goals.
 **Timeline only showing 2024 but program
will be continuing 2025+

Q1 Q3 CQ3
CQ1
Campaign Campaign Check-in
Q2 Check-in Q4
CQ2
Campaign Campaign
Check-in

Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec

**2024 - 1st Campaign Kicking off on January 17th – International Mentoring Day
**Targeted campaigns and enrollment Via ALL Learning and Development Program through 2024
**ALL Matchings will be Published with a Candence of 2 weeks
All Mentoring Relationships will be set for a 9 Month period and can be terminated anytime by the mentor or mentee

PROGRAM OPEN ENROLLMENT CAMPAIGN

DEVELOPMENT PROGRAM
CAMPAIGNS

 Specific campaigns tied to

organizational development
programs.

 Participants in development
programs have the option to
opt into mentoring.

 Matched with mentors beyond

the duration of the program.
 WHAT THE NUMBERS TELL US…

288 8018
relationships hours
currently in invested
progress

274 439
mentors mentees
enrolled enrolled

Enrolments by Business Line and Function

 ROLES & RESPONSIBILITIES
 Mentors in the McDermott Mentoring Action
Program (M.A.P.) play a crucial role in guiding
and shaping the career paths of their mentees.

 Drawing from their wealth of experience,

mentors provide insights, share industry
knowledge, and offer advice to help mentees
navigate challenges and capitalize on
opportunities.
MENTOR
 Mentors are committed to fostering a positive
learning environment, actively engaging in
open communication, and empowering
mentees to achieve their professional
aspirations.

 By serving as role models and advocates,

mentors contribute significantly to the overall
success of the program.
ROLES & RESPONSIBILITIES
 Mentees in the M.A.P. take an active role in
steering their professional growth with the
guidance of their mentors.

 Mentees leverage the opportunity to seek

advice, gain industry insights, and receive
constructive feedback to enhance their skills
and competencies.

 They demonstrate eagerness to learn, MENTEE

openness to new perspectives, and a
commitment to implementing feedback for
continuous improvement.

 Actively participating in goal-setting and skill

development, mentees embrace the
opportunity to build a robust professional
network and contribute to the overall success
of the program by being proactive and
engaged learners.
 ROLES & RESPONSIBILITIES

 The HR team plays a pivotal role in ensuring the smooth

operation and success of the M.A.P. program. Our
responsibilities include program design and
implementation, mentor-mentee pairing based on skills
and goals, and monitoring the overall progress of
mentoring relationships.

 HR facilitates orientation sessions, provides resources

and tools for mentors and mentees, and offers ongoing
HR/T&OD
support to address any challenges that may arise.

 Additionally, HR actively gathers feedback to assess

program effectiveness and makes continuous
improvements to meet the evolving needs of participants.

 Through strategic planning and a focus on fostering a

positive mentoring culture, HR contributes to the
program's alignment with organizational objectives and
the development of a skilled and engaged workforce.
Mentor Call to Action: Become a guiding force in shaping the future of McDermott by joining the Mentoring Action
Program (M.A.P.). Your experience and insights are invaluable tools to nurture the next generation of leaders. Seize
this opportunity to make a lasting impact on the careers of your colleagues and contribute to a culture of continuous
learning and development within our organization.

Mentee Call to Action: Embark on a transformative journey of professional growth by participating in the Mentoring
Action Program (M.A.P.). Take the initiative to connect with experienced mentors who are eager to share their
knowledge and help you navigate your career path. Embrace the chance to set meaningful goals, seek guidance,
and build a network that will propel your career to new heights.

HR Call to Action: As stewards of talent development, McDermott’s HR team will champion the Mentoring Action
Program (M.A.P.). Actively engage in designing, implementing, and optimizing the program to ensure its alignment
with organizational goals. Facilitate mentor-mentee pairings, provide necessary resources, and gather feedback to
drive continuous improvement. By fostering a culture of mentorship, HR plays a pivotal role in shaping the success
and longevity of M.A.P. within McDermott.

CALL TO ACTION
M.A.P. KPI - MEASUREMENT
OF SUCCESS
The success of the Mentoring Program
will be measured by a combination of:

 Increased participation rates

 Positive feedback from participants
 Goal achievement by mentees
 Sustained engagement of mentors and
mentees throughout the program.

Regular assessments and adjustments

will be made to ensure the program aligns
with organizational objectives and
continues to contribute to the professional
development and success of McDermott's
employees.
RESOURCES
INSITE PAGE / MAP CORNER
MENTORCLIQ
LINKEDIN LEARNING
 KEY CONTACTS

Talent & Organizational Development

Business Line Human Resources Lead
Representative
CB&I Tom Feltes (Houston) Kate Muir (Houston)
Global Operations Tatiana Mejia (Dubai) Devin Medina (Houston) / Longgam Panggabean (Batam) /
Zarah Edralin (Manila)

Low Carbon Solutions Debbie Whitmore (London) Larry Mougios (London) / Amber Taff (Houston)

Offshore Middle East Jo-Anne Guthrie (Dubai) Nancy Zakharia (Dubai) / Annie Roydhouse (Qatar)

Subsea & Floating Facilities Marcus Lynn (Houston) Nancy Zakharia (Dubai) / Adham Anuar (Kuala Lumpur)

Corporate Jeff Jackson (Houston) Devin Medina (Houston) / Longgam Panggabean (Batam) /
Zarah Edralin (Manila)
Q&A
THANK YOU!