Kara Reddig is Deputy City Manager for the City of Elk Grove, where she's risen through the ranks over 22 years and now leads the city's Diversity, Equity, and Inclusion efforts. She holds a Master's in Public Administration from Arizona State University and recently completed Yale School of Management's Executive Education Women's Leadership Program.

Femi Omotesho serves as Management Analyst in Elk Grove's City Manager's office and has been deeply committed to the community since 2007, starting as a city ambassador before joining staff in 2019. With over two decades of experience across IT, education, and public administration, she holds a PhD in Information Assurance and Security and embodies resilience as a single mother of three.

In this episode, I explore how to build and sustain a successful mentoring program with Kara Reddig, Deputy City Manager, and Femi Omotesho, Management Analyst from the City of Elk Grove.

Why Mentoring Matters More Than Ever
Mentoring isn't just a nice-to-have, it's foundational to developing confident, capable leaders. The City of Elk Grove's program grew organically from a 2019 staff meeting on gender equity, proving that the best development initiatives come directly from your team's expressed needs.

The Secret Sauce: How to Structure a Mentoring Program That Actually Works

• Cross-departmental pairing process: Bring 10 people together to collaboratively match mentors and mentees—no behind-closed-doors decisions
• Balanced approach: Combine one-on-one mentor-mentee meetings with group training sessions every two months
• Clear framework: Provide working agreements, conversation guides, and ongoing support without micromanaging
• Breaking bread together: Include shared meals to build authentic relationships across departments

What Makes a Great Mentor vs. Manager
A mentor relationship focuses on you as a person, not just job performance. Key differences:

• Goals are co-created, not assigned
• The relationship is voluntary and the power dynamic is more balanced
• Mentors often get as much from the relationship as mentees
• It's about long-term growth beyond daily tasks

Being an Effective Mentee: Your Role in the Relationship

• Take ownership: You're accountable for your own progress, mentors guide, but you drive
• Be proactive: Make it clear you're available and ready to absorb their experience
• Practice radical openness: Share your real goals and be receptive to honest feedback
• Act like a sponge: Tap into their experience and try new approaches they suggest

Finding a Mentor When You Don't Have a Program

• Look within your existing professional networks and associations
• Consider LinkedIn connections who align with your career goals
• Remember: people are honored to be asked, don't hesitate to reach out
• Create informal mentoring relationships by identifying someone whose path you admire

Results That Matter
Elk Grove's mentees consistently report increased confidence, personal growth, and job satisfaction. Many mentees have become mentors themselves, creating a sustainable cycle of development.

Resources Mentioned:

• Download the "Launching a Successful Mentorship Program Tip Sheet" below (created by Kara and Femi)
• Connect with Kara Reddig on LinkedIn
• Connect with Femi Omotesho on LinkedIn
   

To learn more about my services and for additional tools to enhance your leadership impact, visit ClaireLaughlin.com and connect with me on social channels @Claire Laughlin Consulting.