How mentoring increases organizational effectiveness
Mentoring is a top effectiveness practice for individuals and organizations as a whole. There’s no better way to cross-pollinate knowledge that already exists within your enterprise: mentoring prevents expertise and hard-won experience from being stuck in silos or going to waste when key people leave or retire.
Successful mentoring programs are strategic and structured: they create the right conversations between the right people at the right time. This is critical for career development and engagement for both mentors and mentees. Mentoring also supports organizational objectives by enabling enterprises to:
- Onboard new team members so they quickly understand key cultural requirements
- Attract and retain younger workers, many of whom appreciate individualized experiences
- Drive a diversity and inclusion strategy – mentoring is often more successful than training
- Build specific expertise and engagement throughout a group or organization
- Sustain and deepen learning following a classroom or blended experience
- Align learning with the culture and leadership behaviours
- Create context for leaders taking the next step in their leadership journey
- Cross-pollinate ideas, knowledge, and new best practices
Mentoring for culture change
Mentoring also fosters positive culture and values across workplaces, networks and industries. It creates strong ties and breaks down barriers of culture, ethnicity, age and gender to increase the success of diversity and inclusion programs.
Mentoring increases goodwill
Mentoring conveys the goodwill that people, organizations, associations and the extended community have for those who are trying to help themselves. Research shows that people who participate in mentoring programs have better career outcomes. They are also promoted more often due to higher levels of contribution and feelings of connection.
Mentoring can be done in pairs or small groups depending on the need and strategy.
Current research on learning transfer indicates that mentoring and small group learning are an ideal way to ensure knowledge transfer and application. Participants are better able to sustain learning by keep their learning goals top of mind while deeply exploring questions and style challenges, and taking supported risks, in the “microclimate” that exists within mentoring pairs and groups.
In sum, mentoring strengthens a larger human capital strategy to retain, attract, develop, and maximize the productivity of people.
Pollinate Mentoring Programs strategically pair people within a network to create the right conversations at the right time to accelerate personal and professional growth and success. We apply our proprietary, customizable matching algorithm, proven program structure, best practices, and tracking and reporting to achieve specific objectives, while ensuring a highly rewarding, enjoyable and productive experience for all concerned. Learn more about Pollinate Mentoring Solutions.
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