MENTORING
The implementation of a professional and structured mentoring programme is an excellent and efficient way to develop people and organisations. Mentoring accelerates the development of mentees while at the same time providing a learning process for the mentors. In this way, a mentoring programme ensures results for the mentees, the mentors and for the organisation.
A mentoring programme is a tailor-made learning process where mentees (the less experienced person) are matched with mentors (the more experienced person). Mentors and mentees are matched with the aim of creating an effective, well-balanced learning process, which meets the organisation’s strategic objectives.
Mentoring programmes enhance opportunities for learning and dialogues, and a strong learning environment, mobility and visibility across the organisation, confidentiality, loyalty and common goals and values are all important keywords in mentoring.
Organisational mentoring programmes contribute to a common approach and a common language across the organisation. Mentoring programmes increase the effect and outcome of your leadership and talent development.
Why Mentoring?
Mentoring is a strategi development activity, developing the organisation through the mentor/mentee collaboration.
- Mentoring facilitates knowledge sharing and accelerate the learning process - especially for skills that must be learned within the organisation.
- Mentoring ensures that the mentees are integrated and become part of something bigger - increasing their loyalt and retention.
- Mentoring engages the mentors as ambassadors for strategy and role models for the organisational culture and values.
What our clients say:
"We need leaders who can lead and navigate effectively in the matrix organisation . this has to be learned through experience. Especially in matrix organisations, mentoring provides for building networks that they cannot develop in any other way - and which is vital for being a successful leaders in the matrix. Finally, most people want to feel special, so having the attention one2one of a higher level manager as this discussion partner provides a very individualised learning process."
- VP HR at a global, Danish corporation
No mentoring programme is identic and it is thereofore important to define the purpose and goal of the programme based on the organisation's current situation. There are many different types and approaches to the design of the mentoring programme. Some examples of different mentoring programmes:
- Internal programmes - all participants are employees from the samt organisation.
- Open programmes - also called cross mentoring where the participants are matched across different organisations, who have joined forces to establish a mentoring programme.
Benefits of mentoring
For your organisation
- Attract, develop and retain top talents and leaders.
- Create a learning culture.
- Increase the visibility and mobility across the organisation.
- Prepare and retain talents for senior/business critical roles to ensure pipeline and succession.
- Enhance and ensure better integration of new employees.
- Build and increase leadership skills.
- Enhance leadership and coaching skills in managers.
For your employees
- Creates a purpose oriented work culture.
- Increased performance.
- Increased visibility and recognition within the company.
- The opportunity to develop new skills and knowledge.
- Builds a network.
- Being encouraged and empowered in personal development.
