Only concerted action can address the increasing levels of isolation in the workplace as technology reduces the time spent in human interaction and the cultural void between employees of different generations widens.
More broadly, such initiatives are a chance to prepare the workforce and society for the future, says Mr Freeman. We are seeing groups of society left behind, from younger people with less formal education to older people coming to the end of the first part of their careers.
Nick Blundell, 42, a partner at audit, tax and consulting firm RSM, is currently being reverse-mentored by Olivia Newell, 23, an accounts and financial reporting supervisor, as part of a new programme organised with The Conversation Space, involving eight pairs of senior and junior staff. Content for business decision-makers.
About Us Careers. For more of the best insights from mentors at the Boomtown accelerator program, access our exclusive video series: Mentor Insights — On Your Schedule. Read more Leadership Watch articles. Photo: Getty Images. Skip to content. Business Cards. The self-organizing approach allows them to reach far more employees than programs run by HR.
Using an online platform, one mentor can work with several mentees at a time—sometimes in different locations—on skills like generating sales leads or leading teams. The circles take advantage of platform features such as community forums, document-sharing spaces, group polling, and calendars that announce events and mentor availability. Since the supporting software has some built-in social-networking capability, mentees are able to connect to others with very little hands-on assistance from HR; peer-to-peer mentoring often starts to take place within a circle as it matures.
Managers frequently share mentoring responsibilities within a circle—for instance, three executives might work together to advise a group of nine employees. Face-to-face meetings, conference calls, and webcasts supplement the online coaching.
Plan your time better and start earlier. It comes across as disrespectful whether you mean to be or not. Will create a space on our team site where I will post early drafts of my project plan and get your input. BT, the British telecommunications firm, offers another example of group mentoring: a peer-to-peer learning program it calls Dare2share.
Dare2share is a social collaboration platform that allows employees to pass on their knowledge and insights to their colleagues through short five- and minute audio and video podcasts, RSS feeds, and discussion threads, as well as through traditional training documents.
BT employees can view content on Dare2share and rate each learning module according to its relevance and quality. If they want to learn more about the topic covered by a module, they can connect with the person who posted it and ask for more information.
Though just out of its four-month proof-of concept stage, the program is already producing results: New hires now get up to speed more quickly, and training costs have fallen. Among some executives, Dare2share has become the communication tool of choice. For instance, the CEO of one business unit now uses it to report quarterly results via short videos, which give his message broader exposure.
This method uses psychological testing and a background review to match mentees with trained mentors outside the organization. Exchanges are conducted entirely online, and both the mentee and the mentor, who is usually a professional coach or seasoned executive, remain anonymous.
In a typical exchange, the mentee might send a message such as this:. I am delivering some bad news and am quite nervous. He might have three pending resumes with your competition. The lack of personal development opportunities is one of the main reasons a millennial will leave a company. Our mentorship program solves this. Mentorship programs connect people within a company, providing millennials with a valuable sounding board. Mentors, intelligently assigned, helps millennials cultivate undeveloped skills.
This not only improves their productivity but excites them about the prospect of a longer employment as they are constantly growing. Leaving would mean the growth from mentorship would cease and there is a big mutual incentive for both the employee and the company for the talent to stick around.
Formal training, instructors and on-line courses are a good way to bring a workforce up to date on regulations, but they miss the mark when it comes to personal engagement and growth. Our mentorship program implements tools into the workplace that enables coaching and mentoring to take place concurrent to work.
Mentorship is a far more effective way to educate and grow employees constantly as they go about their work because mentoring facilitates day-to-day practice. As a result, millennials learn on the job in holistic environments provided by solid mentoring and the company reaps the benefits. An unhappy, depressed employee not only fails at work, but can bring everyone around him down.
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