STRATEGIC MENTORING - BENEFITS OF MENTORING
Mentoring is important in today’s hybrid workplace and is a strategic development activity that supports the organisation’s vision, goals and value and the participant’s own development needs and wishes.
Mentoring accelerates the development of mentees while at the same time providing a learning process for the mentors. In this way, mentoring ensures results for the mentees, the mentors and for the organisation.
5 reasons why strategic mentoring is effective:
- Facilitates knowledge sharing and accelerates the learning process.
- Ensures that mentees are integrated and become part of something bigger.
- Increase employee loyalty and retention.
- Engages mentors as ambassadors for strategy.
- Creates role models for the organisational culture and values.
Mentoring enhances 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.
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Use mentoring to promote a culture of talent development in your organisation
Benefits to mentors and mentees
- Professional development opportunities - being encouraged and empowered in personal development.
- Creates a purpose-oriented work culture.
- The opportunity to develop new skills and knowledge.
- Builds a network of colleagues and expanded knowledge of different areas of the organisation.
- Supports use and development of key competencies leading to growth.
- Increased visibility and recognition within the organisation.
Benefits to the organisation
- Attract, develop and retain top talents and leaders.
- Fosters an inclusive, divers and collaborate working environment.
- Visible commitment to employee development and continuous learning.
- Increase the visibility and mobility across the organisation.
- Create a learning culture.
- Enhance and ensure better integration of new employees.
Mentoring adds value to the mentoring journey
Improving employee engagement, attracting talents, and increasing employee retention are just some of the benefits of mentoring. Mentoring programmes create opportunities for learning and sharing, for dialogues across organisational boundaries, and build strong learning cultures. Additionally, mentoring can increase mobility and visibility of talents across the organisation, while strengthening loyalty around common goals and values. Especially in moments of transition and disruption mentoring can be the tool that creates cohesion and increases retention.
Types of mentoring programmes
One-to-one mentoring - where a younger person is matched with a more senior and experienced person is the most common way or organizing the mentoring programme and a great way of creating close personal learning relationships that often continue after the formal ending of the mentoring programme.
Reverse mentoring - where a junior person becomes the mentor for a senior person. This is often seen when senior persons need to learn about technology from younger persons but can also be an interesting way of organizing mentoring programmes focused on diversity.
Peer mentoring - where two persons at the same level - the same place in their career - are matched to create a mutual learning process. This can be a great way to provide mentoring when there is a lack of relevant and qualified mentors. However, it can also be beneficial for building networks across organizational silos or across diversity dimensions.
Group mentoring - where one or more mentors are matched with a group of mentees, meet as a group and learn together. This method is often used when there is a lack of mentors, or when the focus is on developing team colloboration skills, developing networks and focusing on diversity.
