"Engaging in a mentoring relationship is critical to anyone planning on advancing in their career." Dr. Jan Northup
As organizations are being tasked to do more with less, the need to clone organizational knowledge becomes a strategic issue if they want to remain successful. Reduction-in-force, restructuring, reorganization and early retirement programs are creating a critical void in experienced and seasoned workers.
Formal mentoring programs offer employers an opportunity to strategically customize employee careers within the organization in ways that are mutually beneficial to the organization and employees. Mentor/Protégé partnerships offer a cost effective approach to growing and grooming a workforce ready to meet the present and future needs of the organization. Organizations providing formal mentoring programs report major benefits such as: higher workforce retention levels; lower recruitment costs; improved ability to identify leadership potential; improved succession planning processes and the ability to respond to changes in the workforce (turnover, retirements, downsizing); improved employee orientation; better promotion decisions, higher levels of cross training and more successful implementation of diversity initiatives.
A mentor is someone who offers his/her wisdom and experience and is critical for career advancement. A mentor can serve as a guide, counselor, teacher and challenger as you participate in developmental activities in pursuit of your goals. If a mentor is not available in your present work environment, explore alternative environments in which you might find a mentor and appropriate developmental opportunities.
WANTED: One mentor
List the characteristics that you would like to have in a mentor.
Create an advertisement that will bring the perfect mentor to you.
Who Benefits From Mentoring?
Stated simply, everyone benefits from mentoring in organizational settings.
The protégé will:
Have improved performance.
Receive career guidance assistance.
Set and achieve realistic career goals, strategies and options
Receive special leadership training.
Take advantage of networking opportunities and increased visibility within and outside the organization.
Develop greater understanding of the organization, its culture and values.
Have access to a role model.
Participate in challenging developmental assignments.
Grow beyond usual expectations.
The mentor will:
Gain new perspectives.
Develop sharper leadership and interpersonal skills.
Expand business contacts.
Gain a greater appreciation of workforce perspectives.
Realize personal satisfaction from helping the protégé.
Learn the meaning of docemur doscendo: “He who teaches, learns.”
The organization will:
Recruit, develop and retain a highly skilled and professional workforce.
See enhanced leadership potential at all levels of its workforce.
Retain corporate/organizational memory.
Improve transfer of knowledge and skills among co-workers.
Have a tool for recruitment and succession planning.
Improve flow of organizational information and sharing of information with the organization.
Experience an engaged and motivated workforce.
Organizations invest in equipment, office and production space, software, hardware and operating expenses, and yet when it comes to investing in training and development of human capital, many see this as something “nice to do”. Successful people and organizations recognize that their organizations’ successes are only as good as their people. They invest in developing their people and view them as their most valued resource. Growing your organization means growing your people – people at all levels within the organization. When we think of successful people, we often see the end result of their endeavors. Each may have embarked on a unique method of learning or carved out a specific course of action as it related to their field of expertise or industry, but they all have several things in common. They have demonstrated excellence in:
