A Better Way to Implement Mentoring Programs
A Better Way to Implement Mentoring Programs
True mentoring happens as a natural role-modeling process that occurs between two people over time. Its virtues can’t be forced or formalized. But, since most employers “set up” the pairs participating in internal mentoring programs, the organic underpinnings that normally contribute to the authentic formation of a relationship are lost. As a result, sometimes the relationship sticks, but more often it doesn’t.
The problem is that structured mentoring programs overlook individual personalities and sensibilities. And since they match people based on criteria and not chemistry, the odds that a pair will “click” are likely to mirror the success rates seen in online dating where the same approach is applied. Businesses however, can’t afford such low success rates because mentors are intended to provide important development opportunities and support for employees, as well as generational fortitude for the long-term health of the organization.
So where do we go from here?
First, we must separate the nuances implicit to mentoring relationships from the act of providing advice and guidance to employees for developmental purposes. Then we need to select and train employees who are qualified to act as counselors who coach performance similar to the way universities use the role of advisor to guide students through their academic careers.
The benefits of replacing manufactured mentors with organizational advisors are hard to ignore. First, advisory skills are more tangible, and therefore easier to teach in employee training programs. Secondly, it establishes a framework wherein natural mentoring relationships can bud and form in their own right. But in the meantime, those who it doesn’t happen for won’t be left out.
Reshaping existing mentoring programs and redefining mentors’ roles is the next substantive move in providing employees with development opportunities, particularly now that training programs are dwindling due to the current state of economic affairs.
A Better Way to Implement Mentoring Programs - To learn more about this author, visit Donna Flagg's Website.
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Formal mentoring programs have become a staple in many organizations, but they often fall short because they tend to make employees feel awkward on both the mentor and mentee side of the relationship. This is not because mentoring is a bad idea, it’s because the existing framework isn’t right.
True mentoring happens as a natural role-modeling process that occurs between two people over time. Its virtues can’t be forced or formalized. But, since most employers “set up” the pairs participating in internal mentoring programs, the organic underpinnings that normally contribute to the authentic formation of a relationship are lost. As a result, sometimes the relationship sticks, but more often it doesn’t.
The problem is that structured mentoring programs overlook individual personalities and sensibilities. And since they match people based on criteria and not chemistry, the odds that a pair will “click” are likely to mirror the success rates seen in online dating where the same approach is applied. Businesses however, can’t afford such low success rates because mentors are intended to provide important development opportunities and support for employees, as well as generational fortitude for the long-term health of the organization.
So where do we go from here?
First, we must separate the nuances implicit to mentoring relationships from the act of providing advice and guidance to employees for developmental purposes. Then we need to select and train employees who are qualified to act as counselors who coach performance similar to the way universities use the role of advisor to guide students through their academic careers.
The benefits of replacing manufactured mentors with organizational advisors are hard to ignore. First, advisory skills are more tangible, and therefore easier to teach in employee training programs. Secondly, it establishes a framework wherein natural mentoring relationships can bud and form in their own right. But in the meantime, those who it doesn’t happen for won’t be left out.
Reshaping existing mentoring programs and redefining mentors’ roles is the next substantive move in providing employees with development opportunities, particularly now that training programs are dwindling due to the current state of economic affairs.
A Better Way to Implement Mentoring Programs - To learn more about this author, visit Donna Flagg's Website.
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A Better Way to Implement Mentoring Programs
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Difference Between Mentoring and Coaching
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Casey GollanCasey Gollan, Business Coaching & Mentoring Programs. Add $1 Million to $10 Million in the next 1 to 3 years. Since 1996 Casey has to added hundreds of millions of dollars to businesses. Watch a free video see client results Business Coaching website. - Visit Casey Gollan's Website |
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Dr. John OdaJohn Oda Ph.D NLP is a business peak performance expert, an author, and speaker frequently called upon to provide corporate training, workshops and seminars for many companies in the United States. He is an expert in coaching sales and business professionals in overcoming the behaviors and obstacles that may impede their sales results and affect their bottom line. Since 1995, John has created a speaking bureau such topics, which include: time management, sales training, human diversity, leadership programs and etc. He provides companies with a strategic plan to increase their bottom line by over 25 percent yearly. - Visit Dr. John Oda's Website |
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 Donna Flagg (Visit Donna's Website) Donna Flagg spent 15 years in sales, management and training before becoming a consultant specializing in organizational development and its relationship to business results. Her management career began in sales at CHANEL, and before branching out on her own to launch Krysalis, she spearheaded a new training function within the Investment Banking Division at Goldman Sachs. After earning a BA from Rutgers University and gaining experience on the front lines of Corporate America, Donna went on to attend New York University’s Graduate School of Education where she obtained a Masters Degree in Organizational Development and Human Resource Management, and a post graduate degree in Business Education. She has also been a visiting instructor and speaker at New York University through Delta Pi Epsilon. In addition, she speaks at various conferences including those conducted by The Business Leadership Network and The Conference Board. Donna is currently a blogger on ExpertBusinessSource.com and frequently quoted in the press for her workplace expertise. She has also been a guest on The Big Idea with Donny Deutsch, Life’s Work with Lisa Belkin and The Joan Hamburg Show.
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