Indisputably an organizations’ greatest resource is their employees. Without a doubt developing a mentorship program will lead to increased success and we’ve outlined how.
Today, many successful companies invest in their employees through in-house mentorship programs. They manage their human resource challenges including employee retention, succession planning, and productivity through the development of these programs. Numerous benefits are realized including validating the organization cares about its employees and provides support and resources as part of their investment in them.
What is mentorship?
Wikipedia explains mentorship as, “a relationship in which a more experienced or more knowledgeable person helps to guide a less experienced or less knowledgeable person. The mentor may be older or younger than the person being mentored, but she or he must have a certain area of expertise.”
The value of a mentorship program
This definition appears to be simple but I have learned through consulting with small and large teams that it’s rarely considered as a form of training. Many individuals choose not to ask for mentorship support from colleagues because they don’t want to impose. Many employees appear to be unaware of the value of mentorship; such as the useful resources mentors share from their work and life experiences.
Mentorship has played an important role in my personal and professional development. Some mentors are with you forever and others for short periods of time depending on your needs. Without question, I have several mentors I can confidently go to for advice and those positive experiences have inspired me to mentor others.
A win-win situation for your organization
Developing mentors within your organization is instrumental to optimizing productivity in the workplace. Essentially it’s a win-win situation for both the organization and the employees who participate in mentorship programs; they both gain from the opportunity.
7 simple ways to cultivate mentorship at your organization
To develop effective mentors, they need the following key attributes:
- Aspire to support others while maintaining a positive attitude.
- Commit to lifelong learning to continue to grow and develop.
- Provide the mentee time to reflect on questions and experiences to advance self-awareness.
- Be an active listener to allow the mentee the opportunity to speak.
- Observe body language to recognize when your mentee is in or out of their comfort zone.
- Be non-judgmental and open-minded to allow the mentee to speak freely.
- Deliver honest objective feedback to the mentee and encourage empathy.