Why Use Mentoring
What are your current challenges in developing your people?
- Retention of employees
- Induction of new employees
- Performance
- Change management – due to mergers or acquisitions
- Siloed business lines
- Diversity issues
- Leader development
- Knowledge management
- Career progression/succession planning
With appropriate design and set up mentoring is able to support and have a significant impact on all of these issues. For example, well-designed mentoring programmes increase retention of talent by a minimum of 35%, amongst mentored groups compared with unmentored.
The power of well executed mentoring is undisputed and is arguably the most cost-effective developmental intervention an organisation can introduce. You are using your most precious resource, your people, to develop your people.
Second Wave Mentoring
Many organisations, which have had mentoring programmes in the past, have reviewed their experience and recognised that they can achieve greater impact and value through a more coherent and integrated approach to programme design and implementation and design. Helped in many cases by the International Standards for Mentoring Programmes in Employment, they integrate mentoring with coaching and other developmental approaches, with HR systems and with innovative forms of learning support, such as IT-based learning platforms.
