WHY MOST MENTORING PROGRAMMES ARE INEFFECTIVE

Majority of mentoring programs exist as part of the organization’s talent management strategy to help new hires or future leaders learn the ropes from someone senior in the company. While a good initiative, many of such programs are ineffective.

Mentoring programs tend to be ineffective because: 

  • The motivations and value of mentors are not considered. 
  • People lose interest and don't sustain relationships. 
  • People experience personal dynamics or generational issues. 
  • Mentees have fuzzy goals and do not know how to best engage their mentors. 
  • Mentees scramble to come under the wings of someone with more seniority, influence, and power. 
  • Checkpoints are not clear. 

Organizations that do not focus on equipping their employees see little return on investment of the time and effort of their mentoring programme, and are left wondering if it should be maintained.
INCREASE THE ROI OF YOUR MENTORSHIP PROGRAMME
Forward looking and effective organizations will increase the ROI of their programme by introducing a combination of developmental strategies to groom both their mentees and their mentors.
STRATEGY 1
MATCHING ALGORITHMS
  • Matching Algorithms to match your mentees and mentors based on their motivations and values to address impartiality concerns 
  • The success of any mentoring relationship begins with the pair dynamics
STRATEGY 2
DEVELOPMENT PLANS 
  • Creation of structured personal and professional development plans so that your mentors can also develop throughout the process
  • Establish clearer understanding of the mentor and mentee relationship and clearer checkpoints. 
  • Sustain their interest in knowledge sharing and perspective taking while building a collaborative spirit
STRATEGY 3
PREPARE YOUR MENTEES
  • Prepare your mentees to develop clear goals for themselves and how to better utilise the mentoring program
  • Help them gain clarity and confidence to navigate their career challenges, and to inculcate in them the spirit of collaboration

What is included in this structured programme

  • Your mentors are equipped with eight of sixteen most important management competencies to help them understand and address people differences, engage and develop them more effectively
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  • Your mentors are motivated to become better and more dynamic leaders to stay current in digital transformation by participating in continuous learning flow, tapping on their younger colleagues - regard them as reverse mentors to learn about technology, work practices and the culture of younger employees
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  • Your mentors are inculcated with trans-disciplinary perspectives to be future ready; with access to growth platforms beyond the organization that gives them exposure to peers in other industries. While understanding how different functions, industries and technologies can collaborate or be combined, they broaden their perspectives and learn to appreciate the sense of community building

Next Steps 

Get in touch with us or email us at Growthbeans@savoir-asia.com to find out about the next run or how you can organize this for your team.