Not quite at the Federal level yet. We have to wait until September. However, in facilitating a Mentor Workshop yesterday for a group of 20 executive leaders from a global company, when asked who has benefitted from having a mentor the vote was unanimous – all 20 responded in favour of having a mentor(s).
You cannot do it alone.
- Everyone including the organisation benefits.
- The program needs senior management support.
- There needs to be an internal ‘champion’ of the program.
- Mentors and mentees needs training in roles, responsibilities.
- Mentees needs to own and drive the process.
- Mentees need to to be open to constructive feedback.
- It is based on a mutual relationship.
- Mentors,often quite senior people, needs awareness of their perceived ‘power’ and be open and approachable.
- Having a signed development and action plan validates the arrangement and engender commitment.
- Mentoring does not always have to be formal. Sometimes informal or ‘organic’ mentoring can be just as or more effective.
- Mentoring is about passing on wisdom.
- It is a key process for developing people.
- Mentoring is a proven method for improving employee engagement and retention.
The Big 3:
1. It is a mutual relationship
2. There needs to be structure and discipline
3. There must be ‘will’ from both parties