- Harjot Arora, Manager, Customer Segment Strategy, BMO
- Ellen Ensher, Ph.D., Professor of Management, Loyola Marymount University
- Jaime Kirkland, Training Specialist, Elevations Credit Union
- Kathy Kram, Shipley Professor in Management, Boston University School of Management
- Doug Lawrence, Founder and President, TalentC
- Margo Murray, President and Chief Operation Officer, MMHA
- Jenny Reid, Human Resources Advisor, LEAGUE Financial Partners
- Doug Rozon, Director of Marketing, The Sun Products Canada Corporation
- Terri Scandura, Professor of Management, University of Miami
- Maxine Sesula, HR Manager, Cutting Edge
- Many organizations have introduced mentoring programs without clearly defining and communicating the purpose and goals around having a program; they simply jumped on the mentoring bandwagon.
- As a result, these programs have little impact. They don’t add value for mentors, mentees, or the organization.
- It can be difficult to design a program that is well-suited to your organization, will be adopted by employees, and will drive the results you are looking for.
- In particular, it is difficult to successfully match mentors and mentees so both derive maximum value from the endeavor.
- As workforce composition shifts, there is a need for mentoring programs to move beyond the traditional senior–junior format option; organizational culture and goals will dictate the best approach.
- An organization’s mentoring program doesn’t need to be restricted to one format; individual preferences and goals should also factor in. Be open to choosing format on a case-by-case basis.
- Be sure to gain upper management buy-in and support early to ensure mentoring becomes a valued part of your organization.
- Ensure that goal setting, communication, ongoing support for participants, and evaluation all play a role in your mentoring program.
Impact and Result
- Mentoring can have a significant positive impact on mentor, mentee, and organization.
- Mentees gain guidance and advice on their career path and skill development. Mentors often experience re-engagement with their job and the satisfaction of helping another person.
- Mentoring participants benefit from obtaining different perspectives of both the business and work-related problems. Participation in a mentoring program has been linked to greater access to promotions, pay raises, and increased job satisfaction.
- Mentoring can have a number of positive outcomes for the organization, including breaking down silos, transferring institutional knowledge, accelerating leadership skills, fostering open communication and dialogue, and resolving conflict.
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