Mentoring – Winning Opportunities for Everyone

Guest post by: Robin Throckmorton
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Recruiting 2011 – Are you keeping up? - By Robin Throckmorton

Through the research that Linda Gravett, PhD, SPHR, CEQC and I did for our book "Bridging the Generation Gap," we learned that all the generations are very interested in opportunities to continue to learn. Plus, the older generations are eager to share their knowledge and skills with the younger generations. In addition, mentoring can also provide for the younger generation the opportunity to share their technology knowledge and skills with the older generation, in other words - reverse mentoring. So when you seek mentors, don't hesitate to sell the benefits of what a mentor may get from the mentee as well. From a generational perspective, we've seen many Gen Ys have fabulous relationships with Radio Babies because they feel the Radio Babies built the infrastructure of the US. For mentoring to be successful, there are a few things that I'd recommend in a formal or informal program:

Both the mentor and mentee need to be committed to the relationship (i.e. available, believe/support the program, strong communication skills, and give/accept constructive criticism);
The mentor needs to have the ability to share or give something to the relationship (i.e. skill, knowledge, and/or networking contacts);
Clear goals and expectations need to be set between both parties; and
A set duration for the relationship needs established so that the formal part of the relationship has an end.

Many organizations establish mentorships when individuals are hired, for succession planning, or as a part of leadership development. In addition, individuals often seek mentors to help grow their career. As such, there tend to be more individuals seeking mentors than mentors available in formal mentor programs. For this reason, you'll see many informal mentor relationships because individuals will seek their own mentors.

The opportunity to grow and learn and be introduced to individuals inside and outside the company to help grow a career is very beneficial to the mentee. Likewise, the mentor often receives some of these same benefits from the mentee plus gains leadership skills by mentoring. Both individuals become more loyal through company sponsored development opportunities and the company is providing a way to transfer knowledge before an employee retires or leaves the organization. These results are a tremendous benefit to the company. Overall, mentoring is a win-win-win for everyone involved!

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Recruiting 2011 – Are you keeping up? - By Robin Throckmorton

About the Author: Robin Throckmorton

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Robin Throckmorton, MA, SPHR is the President and Executive HR Strategist with strategic HR, inc., a human resources management consulting firm located in Cincinnati, OH. Strategic HR, inc. was a winner in 2008 and 2009 of the Regional Cincinnati Chamber of Commerce Small Business Excellence 10 under 10 Award and a finalist in 2010 for the Small Business Excellence award. Robin has been a generalist and consultant for nearly 20 years with healthcare, manufacturing, service, and non-profit organizations creating solutions to help them recruit and retain the best and the brightest employees.

Robin is the co-author of Bridging the Generations Gap. She is a frequent speaker for professional associations and conferences on the topics of generational differences, retention, recruitment strategies, and labor trends. She is a frequent expert speaker for BLR. Robin has been an adjunct faculty member of the University of Cincinnati and Xavier University. She was also recognized as an Enterprising Women of the Year Finalist.

Robin holds a BS from Purdue University in Management and a Master of Arts in Labor and Employment Relations from the University of Cincinnati. Robin is also certified as a Senior Professional Human Resources (SPHR) by the national Human Resources Certification Institute. She regularly volunteers for advisory and leadership roles to help serve the human resources profession.

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