Business Mentoring Insights

  • Why Do People Join A Mentoring Program?

    We asked one of our clients why do they think that people join a mentoring program and their response to us was:  “people join a mentoring program because they are curious and want to learn, or are ambitious and motivated to improve their career, or are stuck personally or professionally and want to find a new way to proceed.  The mentorees start out in search of these various goals, often with great energy but only a general idea of what they are looking for.  The heroes are the mentors who generously offer their time and wisdom to these seekers, guiding them down the paths that they themselves have walked.”  That is just one good reason why people join a mentoring program.  Don't you think it's a good time to start a program at your organization?  Feel free to contact us to learn how we can help your organization get started today. Read more

    Mon, Sep, 14, 2009

  • When should a Mentor Push a Mentoree?

    At a recent meeting of mentors to discuss how relationships were progressing, one asked me the following question: “My mentoree seems to act as though she has reached a plateau but I think she can accomplish more but not sure how much I should push her?” My response: “A mentor pushes and a mentoree chooses!” If a mentor feels that the mentoree is at a plateau, this is important information that should be shared with the mentoree. One can say something like: “I’m wondering if you can accomplish more here? Are you willing to stretch yourself a little with my help?” These words are simply suggestions. What is important is for a mentor to share his/her thoughts about seeing potential and then understanding that it’s up to the mentoree to choose whether to explore further growth or not. Sometimes mentors confuse the process of sharing and suggesting with needing to have the mentoree comply with the vision shared. It’s important for mentors to remember that they facilitate development and that the mentoree is the one responsible for developing. Read more

    Fri, Sep, 04, 2009

  • 10 Reasons Why Veteran Teachers Should Have Mentors

    Enhance professional skills Increased repertoire of instructional resources Improve student achievement Improve teaching performance Achieving career advancement Networking with peers Addressing instructional and/or school related issues To receive supportive guidance, encouragement, and constructive feedback To keep talented teachers from leaving the district Enhance knowledge of new technology and/or new curriculum                                                          Read more

    Fri, Aug, 14, 2009

  • 10 Reasons Why New Teachers Should Have Mentors

    Facilitate adjustment to their new environment To promote networking with other colleagues Collaborate with a more experienced educator To promote self confidence To receive supportive guidance, encouragement, and constructive feedback Greater success with student population Increased job satisfaction To increase new teacher retention rate To develop awareness of policy and procedures that are relevant to the school system Improves teacher effectiveness   Read more

    Wed, Aug, 12, 2009

  • Mentoring Benefits: How It Helps Employers

    In these economic times, many companies are keeping a close eye on what and where they are spending their money.  In many cases organizations choose to eliminate programs such as mentoring and training.  Many companies overlook the benefits of mentoring.   They believe that mentoring is not essential to the employees and decide to either not implement a program, or eliminate it all together.  However, mentoring programs not only benefit the employees, but it also has significant results for employers.  Through mentoring, employers gain: Read more

    Wed, Jun, 17, 2009

  • What To Do Once You Have Met Your Mentor Or Mentoree?

      After your initial meeting with your mentor or mentoree, you may ask yourself "OK, what next?"  Well, after you have established what your relationship will be like, now it is time to put the plan into action.  Make a list of your goals, figure out what objectives can help you achieve those goals, look for resources to help achieve them and figure out some target dates that you would like to see your goals completed by.  Remember to treat this like a formal contract.  Put everything into writing and both parties should have a copy of it.  Take it a step further and both of you can sign the document if you'd like.  The main goal is that you both have the same clear vision of what needs to be done to have a successful relationship.   Read more

    Wed, May, 20, 2009

  • A Successful Mentoring Program

      An international organization came to us over 5 years ago in search of enhancing their current internal mentoring program.  However, once we evaluated it, we noticed that their program was really just a coaching/performance based program which was really an extension of management rather than true mentoring.  Not only have we seen this happen with this organization, but also with several other companies.  During our many years of helping organizations, we notice that sometimes people often confuse coaching and mentoring. Though related, they are not the same because a mentor may coach, but a coach does not mentor. Also, mentoring is "relational" while coaching is "functional."  Fortunately, this organization allowed us to make changes to their program and we created a buddy program for new employees and created a mentoring program for employees who were with the company for about a year.  Since this international organization is a flat organization, it was simply new graduates with one year service that participated in the mentoring program.  It was designed to help them develop skills and move into positions as openings occur within the organization.  This company has expanded the mentoring program throughout the organization over a 5 year period to create a mentoring culture.  They have seen an 86% success rate with their program in terms of matches and participant satisfaction.  Their ability to recognize the changes that needed to be implemented, along with their outstanding dedication to their employees, has landed this organization on the list of the Best Companies for Diverse Graduates 2009.  And not only that, this company was also named to BusinessWeek's Top 50 Places to Launch a Career for the third straight year! Read more

    Wed, May, 13, 2009

  • Questions Mentors Should Ask

      Recently, I read an article about a mentorship framework that has helped a CEO at a thriving organization.  The article, "Five Questions Every Mentor Should Ask" provides a set of five questions that may seem simple to ask but they actually are very influential in the guidance that a mentor will share with its mentee.  The questions are as follows: Read more

    Fri, May, 01, 2009

  • How did you do on the Mentoring Quiz?

      Here are the answers from the quiz I posted in my last blog article. Read more

    Fri, Apr, 24, 2009

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