I’ve lost track of how often I’ve heard and read: employers can’t find enough qualified candidates to fill in vacant positions.
One solution to this is to create team mentoring programs within organisations to grow and develop existing employees to meet current and future skill demands.
Team mentoring is when a few people with different skill sets, expertise and roles mentor one person. The mentee gets the benefit of years of experience and an array of skill sets while the mentors develop their own leadership, communication, and technical skills.
There’s no better way to improve at something than by coaching, teaching, and mentoring someone in that same task.
When putting together a team mentoring program, keep the following things in mind:
If you’d like help putting together a mentoring program just send me an email.
I was enjoying a coffee with a friend of mine. We were reflecting on some of the changes we’ve been experiencing in the past few years. Some of the changes were easy and empowering. Other changes were more difficult to process as they demanded that we confront ourselves. This led us to talk about wisdom and how people can acquire insight.
I reflected some more on our conversation. Life’s lessons aren’t always obvious. They very much come in the form of heavy weights pressing down on us. Sometimes we can lift the weight and emerge stronger. Other times we ignore the load and remain stuck, burdened by what we can and cannot see.
As leaders we must first lead ourselves. And leading ourselves means finding the courage to try to understand the weight that fell on our heads. Once we figure out its significance, we gain wisdom. Wisdom doesn’t come easily. Once the weight of wisdom is lifted, we grow stronger.
I recently gave a presentation on mentoring and how to create a mentoring program for your company. One of the participants asked how he could convince management about the importance of having a mentoring program. In a nutshell, this was my answer to him:
Begin with the basics. If management needs to be convinced that a mentoring program is needed, then you need to have another kind of conversation first. The conversation you should be having with management is how they view employees. If management sees employees as disposable that mentality needs to be addressed first. If management doesn’t see the purpose of investing in employees’ professional development, then that dialogue needs to happen before any mention of the creation of a mentoring program.
Whether looking to expand employee benefits, creating a mentoring program, fostering innovation, all of the fun and exciting things that workplaces say they want to do, start looking at the things that prevent these conversations. Start addressing conflict, poor communication, workplace bullying, inappropriate tools, uncomfortable furniture and weak leadership. Once there’s a solid foundation in place, then you find yourself with more energy, time and engagement from your coworkers to build a thriving workplace.
Allo there ~ I'm Renée and this is my blog on leadership and business development. Here I explore the nexus between leadership, conflict resolution, networks, innovation and prosperity.