Mentoring
There are almost as many ideas about how mentoring should work as there are organisations using such programs. There are almost as many failures. Investigations over the years have all found that mentoring programs have not worked well, and are still not working well - or at all.
However, there are some mentoring schemes that are working superbly. So what makes the difference?
Research into the differences has uncovered what can be called criteria for success. One thing that has been found to not work is for executives to try to work to such a list. The list has been available for decades, but mentoring systems continue to disappoint. It’s not ‘what’ to do - but ‘why’ you want to do it and ‘how’ to do it. The trick is a combination of ‘reason’ and ‘attitude’.
If your organisation truly wants a working mentoring system, and accepts that it will involve some changes of attitude and behaviours on the part of executives and managers, then call us and we can help you. We can help clarify the ‘why’ and ‘how’ with a combination of facilitation and topic expertise. Strategic Conversation helps clarify ‘why’, and psychology plays a large part in ‘how’.
The cost of getting help is so small compared to the cost of wasting energy and time going in wrong directions - and being disappointed with the outcomes - intended and unintended.
There are two areas of organisational change and development that MOST gain from external help - mentoring programs - and organisational climate.
|
