Indeed, mentoring is a very light way of getting such strong staff development.
But the fact it is so light sometimes gets people to think it will work in a jiffy, without any framework, just like magic...
In reality, you do need to structure your program. Why?
So it will be efficient, long lasting... and even lighter.
Here are just a few questions which could make your mentoring program fly or fail.
Would you know the answers to these questions?
And the most important questions to ask first:
Mentoring is a relationship driven form of development.
It has to stay light for its participants.
It has to feel natural.
But it has to be structured because the matching itself is often artificial.
Ensuring longevity and efficiency of these artificial matches requires good framework. A well designed program will keep things light, flowing, and feeling natural for participants.
Many common mistakes can jeopardize mentoring impacts and sustainability: Avoiding to design the program specificaly for your company culture; cutting on proper mentor training; communicating the program poorly to your staff... These flaws explain most of the mentoring programs mishaps.
If you put up a mentoring program, do it right. It doesn't need to be heavy and complicated, but it does need to be well designed and structured for sustainability.
This is Momentum's Blog.