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Mentoring
Mentoring has a vital role to play in developing people's potential. Mentoring should be seen as a tool for long-term personal development. If implemented correctly it supports and encourages other forms of learning whilst maintaining links with organisational goals.
For a Mentoring scheme to work you need a culture that encourages personal development and senior managers who are committed to this. Planning is key to the scheme's success. Before implementation it is vital that the scheme's aims and objectives are identified and understood. Measures should be in place to assess whether these aims are being met.
A key element to success is having a pool of willing and able mentors. Some of the skills and abilities needed to be a mentor include active listening, questioning techniques, inquisitiveness and the ability to give constructive feedback. Employee's potential and calibre should be utilised, not squandered.
In addition, a framework needs to be put in place to ensure that the right people are linked together as Mentor and Mentee. Issues of compatibility and vested interest should be considered. It is often assumed that a team-mate or Manager will be the most suitable Mentor, but this is often not the case.
T.I.P. (To Improve Performance)
- Mentor - Be a wise friend and build relationships
- Mentee - Be a good listener and build relationships
- Organisation - Until your people develop your organisation is static
Remember: Mentoring will improve your company's ability to marry potential and opportunity.
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