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Winning Opportunities For Everyone Through Mentoring

Written by: Robin Throckmorton

Article Overview: Mentoring can be an excellent retention tool for a company if implemented appropriately. It is a solution that meets the needs of many individuals of all ages and at all levels in their careers. In addition, mentoring provides a fabulous way to transfer knowledge as the older generations begin phasing in their retirement.

Winning Opportunities For Everyone Through Mentoring

Mentoring can be an excellent retention tool for a company if implemented appropriately. It is a solution that meets the needs of many individuals of all ages and at all levels in their careers. In addition, mentoring provides a fabulous way to transfer knowledge as the older generations begin phasing in their retirement.

Through the research that Linda Gravett, PhD, SPHR, CEQC and I completed 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. Additionally, mentoring can also provide a way for the younger generation 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. be available, believe in/support the program, have 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. a 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 to be established so that the formal part of the relationship has an end.

Many organizations establish mentorships for their employees when the 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 out 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, while at the same time gaining leadership skills by the act of 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!

Related Articles
  A Better Way to Implement Mentoring Programs
  Mentoring - It’s All Greek to Me!
  Get Yourself a Mentor
  Difference Between Mentoring and Coaching
  How to Leverage the Strengths of Four Generations Through Mentoring

Article Tags: generation, knowledge transfer, Mentor, Mentoring, retention



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