1. Cisco Communities
Get INVOLVED!
Michelle Ragusa, September 26, 2012
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© 2010 Cisco Systems, Inc. All rights reserved. Cisco Confidential 2

3. Volunteering and
Giving Back
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4. “Cisco has a strong culture of giving back – deeply
rooted in our DNA spanning back to the early days
when we were headquartered in East Palo Alto
and then-CEO John Morgridge encouraged
employees to hop the fence over to the elementary
school next door and help mentor, tutor and help
contribute to the upkeep of the buildings”
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8. Cisco Club Red made 1,000 Care Kits for Tornado Victims in Need
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11. Providence Baptist Church made 302,400 meals for malnourished children
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14. Nominate those who
do a great job
volunteering/leading
in the community…
If they win the “Pay it
Forward Award”…
we will interview
them and highlight
the Charity they
support!
© 2010 Cisco Systems, Inc. All rights reserved. Cisco Confidential 14

15. -
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Each Month Highlight:
Volunteer of Month
And Charity/Cause
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16. https://communityconnection.my.salesforce.com/home/home.jsp
Earn a Volunteer Badge:
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17. How much money can we raise for the causes we believe in?
Which team can Log the Most Volunteer hours?
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18. Inclusion and Diversity
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22. • Share expertise
• Prove leadership
• Expand network
Mentor • Invest in organization’s future
• Obtain fresh perspectives
• Give back
• Enhance career opportunities
• Learn about another division/dept
• Expand leadership abilities
• Increase technical skills Mentees
• Make valuable contacts
• Integrate into new company or job
role
© 2010 Cisco Systems, Inc. All rights reserved. Cisco Confidential 22 22

23. Communication
Subject
Matter Trusted
Expert Advisor
Problem Solver
© 2010 Cisco Systems, Inc. All rights reserved. Cisco Confidential 23

24. Prepare: Establish:
– Decide if you – Mentors: Define the
are ready knowledge and skills for
– Determine which you can mentor
relationship
type – Mentees: Define focus
and goals for what a
mentor can help you
with specifically
– Both: Match with
mentoring
partner, create
mentoring agreement
(Invitation)
Close: Sustain:
– Bring the – Meet with your
relationship to a mentoring partner
close, evaluate and regularly to accomplish
summarize the the goals of the
accomplishments mentoring agreement
– Guideline: 1-3 hrs/mo
© 2010 Cisco Systems, Inc. All rights reserved. Cisco Confidential 24 24

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26. http://wwwin.cisco.com/HR/mentoring/ementorme.shtml
E-Mentor Me Video: https://videosharing.cisco.com/vportal/VideoPlayer.jsp?ccsid=C-
0f844aaf-83fd-41ec-8a97-7dfa992523a7:-1#
© 2010 Cisco Systems, Inc. All rights reserved. Cisco Confidential 26

27.  Support link in eMentorMe tool
(response in 24 biz hrs)
 Send questions to eMentorMe
Program Team mailbox
(ementorme@cisco.com) or
Peter Nguyen
nguyenph@cisco.com
 Check Frequently Asked
Questions (FAQ) document on
the eMentorMe website
(http://wwwin.cisco.com/learnin
g/ementorme /
© 2010 Cisco Systems, Inc. All rights reserved. Cisco Confidential 27 27

28. Employee Engagement
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30. 
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31. 2,536 Hours
13%
colleagues
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33. Clarke
http://iwe.cisco.com/html/index.html#url=/web/
gtmss/employee-engagement
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35. Rewards and Recognition
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38. · STAKEHOLDER ENGAGEMENT AWARD (Individual) –blue-badge
focuses on successes achieved with your stakeholders, implementation of
new service offerings and proactive engagements that improve the ease of
doing business with Cisco. (Two awards per quarter)
· ONE CISCO COLLABORATION AWARD (Individual) –blue-badge
eligible award that focuses on continuously seeking new ways to work
more efficiently, fostering business transformation through increased agility
and adaptability to new business environments and rebuking the status
quo to drive to the Once Cisco model. (Two awards per quarter)
· INNOVATION AWARD (Individual) – is a red-badge eligible award
focuses on an individual who has built a best practice based on an
innovative idea or process that enables a customer to improve
profitability, capabilities or increase productivity, along with fostering
teamwork and collaboration. (Two awards per quarter)
Upcoming Awards: Team and Volunteer!
Please take some time to nominate your team members and/or peers!
© 2010 Cisco Systems, Inc. All rights reserved. Cisco Confidential 38

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40. http://wwwin.cisco.com/learning/ementorme/
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42. Expected to Not Expected to
• Help mentee develop appropriate • Become or replace mentee’s
mentoring agreement/objectives supervisor or manager
• Provide guidance based on • Report to others about mentee’s
mentee's learning and progress
development needs
• Help mentee access appropriate • Know all the answers
experts
• Develop a friendship
• Be resource, advisor, role model
• Provide feedback
• Respect confidentially
© 2010 Cisco Systems, Inc. All rights reserved. Cisco Confidential 42 42

43. Expected to Not Expected to
• Initiate and drive relationship • Know all questions to ask
(unless otherwise defined by
program) • Get things right the first time
• Identify initial learning goals • Fit all learning into one
relationship
• Seek feedback
• Look to mentor for all answers
• Take active role in learning
• Be submissive in the relationship
• Initiate meetings and discussions
• Develop a friendship
• Allocate time and energy
• Follow through on commitments
© 2010 Cisco Systems, Inc. All rights reserved. Cisco Confidential 43 43

44. Expected to Not Expected to
• Support employee development • Abdicate development
responsibility to the mentor
• Provide time for mentoring
relationship • (Anything else ??)
• Recognize the contribution of
mentors ( CPC, public settings )
• Initiate meetings and discussions
• Respect confidentially agreement
between mentoring partners
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45. Informational Level (ie New
Hire)

LESS 

Accountability Skill Level
Intensity 
Trust 
Time Career Development Level

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MORE

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47. Professional Management Executive
Working Across Boundaries
Team Building Working Across Boundaries
Building Relationships Managing Conflict Engaging Others
Communicating for Action Team Planning
C Earning Trust Recognizing Good Performance
Earning Trust
Earning Trust
Developing Self Developing Self
L Active Learning Coaching Developing Others
Helping Others Improve
Demonstrating Passion
Delegation Demonstrating Passion
E Self-Starting Performance Feedback Empowering Teams
Problem Solving & Decision Making Achieving Results
Communicating Goals Shaping Strategy
Aligning with Business Goals
A Building Capability Building Capability
Innovation & Risk Taking Promoting Innovation
Creating Solutions
D Thriving in Change
Envisioning Opportunities Leading Change
Leading Change
C-LEAD
© 2010 Cisco Systems, Inc. All rights reserved. Cisco Confidential 47 47

48. 
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 Meyer Briggs Globesmart StrengthsFinder 2.0
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49. Purpose: Contents:
• Framework for the relationship • Name of relationship
• Clarity of expectations (Communication Skills, Change
Leadership, etc.)
• “Contract” between partners
• Partner names
• Goals – the results to achieve
• Knowledge and skill goals
• Type of relationship (1-1, Group
or Situational -
Skill/Knowledge, Information or
Career focus)
• Any additional information or
clarification
• Meeting frequency
• Confidentiality and accountability
standards
• How to monitor progress
• Duration of relationship
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51. 
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52.  “Easy out” for
both partners
See “First Three
Meetings” document

in eMentorMe
Learning Resources
for full agendas
and additional ideas
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54. 
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Source: Lois Zachary, “Mentoring Relationships: 7 Tips for Coming to Closure,” Mentoring &
Protégé, Vol. 9, No. 4, Fall 1999
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55. 
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Source: Lois Zachary, “Mentoring Relationships: 7 Tips for
Coming to Closure,” Mentoring & Protégé, Vol. 9, No. 4, Fall 1999
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56. Prepare
• Readiness Assessments
• Expectation FAQ’s
• Establish
• Mentor/Mentee Guides
• Mentoring Agreement
Sustain:
• First Three Meetings document
• Newsletters
Close:
• Cisco eMentorMe Training content
• Cisco eMentorMe Mentoring Arcive
© 2010 Cisco Systems, Inc. All rights reserved. Cisco Confidential 56 56

57.  Support link in eMentorMe tool
(response in 24 biz hrs)
 Send questions to eMentorMe
Program Team mailbox
(ementorme@cisco.com)
 Check Frequently Asked
Questions (FAQ) document on
the eMentorMe website
(http://wwwin.cisco.com/learnin
g/ementorme /
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