Summer 2025

Beyond Networking: A Mentorship Program Rooted in Growth and Connection

At TDCJ, the growth and development of staff plays a crucial role in building confidence, self-awareness, mental health and community. Having someone that can guide you to reach your full potential in every aspect of your life, whether it be personal or work related, could be the start of a newfound purpose within your career.

The agency recently made significant progress toward this vision with the creation of the Office of Organizational Development within the Human Resources Division with Oscar Mendoza serving at the helm as the director.

The Office of Organizational Development is in its early stages of innovation after being created in late 2024. Currently, there is a small team of individuals who are working to support and expand the office’s initiatives, further solidifying its place as an essential part of creating an environment of human growth within the agency.

“It is four staff members and me. We might be small in number, but we’re not small in vision. I have the right people to get started going in the right direction,” Mendoza said.

The Office of Organizational Development has three key pillars that serve as its blueprint for being people-first and people-centered.

• Coaching and Mentoring
• Recognition and Retention
• Wellness and Wellbeing

The main purpose of the Office of Organizational Development is to focus primarily on the person and not just as an employee.

“We really embrace the philosophy of our director, Mary Babcock, in being people-first and people-centered and how that role can have the capability to change the culture of the agency in a positive way,” Mendoza said.

The coaching and mentoring pillar was built to guide employees regardless of the role a person has within the agency. From the office level to the unit level, anyone can be a part of the program.

Tiffany Kent is the Program Supervisor of the department and has made a career within TDCJ.

“There’s so many things you can make a career out of, working in warehouses, business and finance, you can make a difference wherever you are,” Kent said.

After working for the agency for more than 17 years, Kent has developed professional and personal growth through her various roles. Her hope is to help the department and meet staff within the agency wherever they are in their career.

Samantha Piedra, a sergeant in the Recruitment Department is currently a mentee in the mentoring program and was excited to share the benefits of this opportunity.

Finding out so much about herself over the course of the program, Piedra has found a new sense of trust and transparency. Though these things allowed her to improve both personally and professionally, they came with some difficulties.

“I think a lot of people struggle with looking at themselves in the mirror and facing the reality of who they are and that can be hard. What was challenging for me was facing myself and the things that I struggle with, then learning and growing from them,” Piedra said. “I have learned to open up and just be vulnerable and I have been able to understand that this is a judgment-free space with my mentor, which comes with building that relationship.”

“I really look forward to my coaching and mentorship sessions that I have every month,” Piedra said. “It really has improved me as a person, as an employee and my mental health.”

For Kent, she is hoping to continue to bring mental health to the forefront of staff throughout the state.

“We don’t talk enough about mental health. When we talk about you as an employee, we want you to be okay,” Kent said. “So, we started our wellness walks at the Goree Unit to see what people want and what people need.  We want our employees to be okay. We must get back to being selfless and understanding that we have got to take care of each other.”

The goal of this organization goes beyond the surface level of conversation. Employees like Piedra are getting guidance from experienced mentors, receiving personal support and a new perspective on their career.

Making changes within and forming relationships with a mentor or trusted staff member can help employees to be more vulnerable and open when it comes to self-improvement or issues they may run into.

The mentorship program has helped Piedra develop a new sense of belonging and identity.

“Overall, I feel like it’s just made me a better human. It’s kind of like a ripple effect. You have your mentor that’s pouring into you and pouring into everybody else. I didn’t realize I was doing that at first, but when I was learning my skills and different behaviors with my mentor, I then subconsciously caught myself doing that with my officers.”

Her experience has inspired her to want to become a mentor in the future.

“I feel like that really would be so great. I know the impact that the program has on people and if I could be a part of that and have that same impact on someone, I would want nothing more,” Piedra said. “I know it takes a lot of work, but the TDCJ employees are so worth it.”

The mentorship program is a powerful tool for individualized growth and development.

“I really believe in the program because it is so deep and real. It does work. You must be willing to put it in the work,” Piedra said.

The implementation of these initiatives within the agency will not only support employees’ mental wellbeing and professional growth but will also foster a sense of community that carries them throughout their careers.