Introduction
Mentoring is still one of the best and most reliable methods of staff development. It’s old fashioned, almost Old World. And in today’s hi-tech age it’s almost forgotten. But it does wonders for staff performance too.
What Is Mentoring?
Mentoring is using experienced staff to develop less experienced employees. But it’s not a “sit with Nelly” exercise. To be successful, it requires goals, structure and precise learning. It results in greater business success.
Who’s involved?
You, any employee you trust to help others effectively: and any employee who needs to develop skills and learn more about business success. It’s sensible use of your staff resource.
Doing It Already?
You may already ask experienced people to help the less experienced. You may ask somebody to “keep and eye on” a new employee. That’s not what I’m talking about. Mentoring means that one employee accepts responsibility for helping another employee reach a level of skill development, competence or performance that the mentored employee would otherwise reach by trial, error and personal application.
Who Benefits?
Everybody involved benefits.
- The experienced employee benefits because “the teacher learns more than the student”. He or she also benefits from the extra responsibility that mentoring provides.
- The student benefits because his or her development is structured and planned under the guidance of an experienced, responsible colleague.
- The business benefits because new or inexperienced employees learn and develop more quickly than from conventional methods. The mentor also develops extra skills which can be used throughout the business.
- Customers benefit because the business has more competent employees more quickly who can deal direct with them.
Other Benefits
Mentoring enables you to “fast-track” inexperienced employees who develop quickly rather than have to wait for normal opportunities. The same applies to mentors who show particular skill at mentoring.
It helps develop a learning culture in your business. Structured and effective learning replaces ad hoc skill acquisition and reinforces the development culture.
It also means that new or inexperienced staff can be encouraged to think through problems and get involved in projects as part of their development.
New employees feel more comfortable in their jobs more quickly. They learn more quickly and contribute more effectively. Mentoring enhances teamwork. It fosters the concept that staff working together are more effective than those working alone.
What’s Required?
Mentors need to understand that to successfully develop the skills and effectiveness of the employee that they’re working with is part of the performance expected of them. Proper structure is necessary. Goals, performance standards and deadlines are required so that the success of the mentoring can be assessed. Mentors need some basic training in adult learning so that their work is fully effective.
Conclusion
A commitment to structured mentoring has many benefits. The people involved grow and develop. And it adds to business success.
What To Do Now
Consider your most experienced staff. Who might be effective mentors? Among younger or less experienced employees who would benefit most from sound mentoring? If you want more information, feel free to contact me.
