Jo Jeffries

Vulnerability team leader talking about project progress with remote team

Does Vulnerability in Leadership Really Build Trust and Connection With Others?

As a result of the market shifts, global crises and challenges resulting from the disruptive events of recent years it has been necessary to look for multifaceted solutions. It is important for organisations who are looking to be resilient, innovative, and adaptive to make sure they have good team collaboration. Effective collaboration needs a good foundation of trust. and a trust deficit can all too often be the cause of failure. For any leader who want to be build a collaborative, strong team then it is important to demonstrate this vulnerability, even though it might seem counterproductive. When they embrace vulnerabilities, leaders can create deep connections. This can increase engagement and can drive better productivity.

Trust and vulnerability – the link

Trust is essential for successful teamwork. It allows team members to rely on each other, share ideas comfortably and address any issues without worrying about judgement. When trust is lacking, then a team can fall into a pattern where competition, designment and miscommunication occur. This make collaboration difficult.

One of the best ways to build trust is through vulnerability. Whilst a traditional leadership model my suggest promoting authority and strength, the modern work environment benefits when a leader shows openness. When a leader shows some of their own uncertainties and challenges they can model trust. This helps establish a norm where trust and collaboration can grow.

Vulnerability as a leadership skill

Vulnerability doesn’t mean oversharing to undermine your own authority. Rather, it means a strategic, conscious approach to humility and honesty. There are some key steps a leader can adopt to help encourage openness amongst their team.

Acknowledge emotional triggers and reactions

Leaders need to recognise their emotional triggers. Rather than impulsively reacting they should practise stopping for a moment to look at their emotions. When they are calm and measured in their response to a challenge this can help a team see that setbacks are a normal part of the growth of a project rather than a problem.

Shift from a mindset of ‘Prove Yourself’ to ‘Improve Yourself’

In settings of high-performance there can be a pressure to appear very competent all the time. But when leaders focus on constant image management, it can result in a culture where others feel the need to prove themselves, often at the expense of learning and collaboration. It is important that growth is prioritised over perfection.  

Admit mistakes and uncertainties

One of the most powerful things a leader can do to show their vulnerability is admit when they have made mistakes, this level of transparency can make it easier for employees to also admit to their struggles.

Encourage feedback then act on it

When you embrace feedback it sends the message that everyone has an opinion that matters. It reinforces the idea that insights and knowledge are things that should be shared.

Be consistent

This type of trust is built by being consistent rather than from single moments. Consistently act on the same values and this will show your commitment to your team and result in much higher levels of engagement.

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Limiting beliefs future proof your career leadership training Imposter syndrome

The Power of Mindset – Overcoming Limiting Beliefs for Personal and Professional Growth

Limiting beliefs are often not only ingrained but can really hold you back when it comes to personal and professional development. Whether these beliefs stem from past experience or cultural conditioning, they can often leave a person believing negative things. “I’m not good enough” or “I don’t deserve success” are common thoughts. These beliefs can create a barrier that makes it difficult to reach their full potential. 

Limiting beliefs go beyond simple frustration. They affect how people feel about their own abilities and how they perceive themselves. It is important to be able to recognise these beliefs. By knowing your inner critic, you can overcome them in order to find personal and professional growth

Common Limiting beliefs

Unfortunately, there are a number of negative beliefs, and at one point or another most people will have struggled with at least one of them. These include:

  • I am not good enough: This points to a fear of failure and oftens stops someone from taking risks or pursuing their dreams. This could be true whether this is a belief that you are not good enough for something that is work related or something more personal. 
  • I am too young/old: Age should not be a barrier for anyone, but we often have self-doubt that age hampers us from succeeding in life or when it comes to changing careers
  • I am not smart enough: Underestimating how smart you might be, an inability to learn new skills or obtain and retain new knowledge is common, it is important to have the confidence to work through this. 
  • Money is the root of all evil: This sort of belief can often hold you back from being financially successful and can result in a financial struggle

How do limiting beliefs impact on personal growth?

When it comes to personal growth, limiting beliefs has various impacts. They can create an unfortunate fixed mindset. It is often all too easy to muddle along in your comfort zone. It’s simpler keeping everything the same and not rocking the boat by trying anything new, learning a new skill, or even making a few simple changes. This can stop your personal development. It keeps you stuck in a rut where you are permanently in a state of self-imposed limitations. 

How do limiting Beliefs impact on professional growth

With professional growth, limiting beliefs can also be incredibly damaging. Beliefs such as “I’m not smart enough” or “I am too old/young” can be detrimental. They can stop you from pursuing potential new career opportunities. You will miss out on valuable opportunities that could help with career growth and a sense of professional fulfilment. 

How to break free from limiting beliefs

It is easier than you might think to break away from these limiting beliefs that can hold you back. Self-awareness can be incredibly important. Therefore you need to find time in your busy routine to identify those negative self-limiting beliefs that might be holding you back. 

You should also challenge your limiting beliefs. Are they true or are they based on unfounded assumptions? Remind yourself what you are capable of and what you have already achieved. 

There are a great many things that you should be doing to ensure that you overcome you limiting beliefs so that you can improve your personal and professional growth.

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networking

The benefits of networking with other business leaders

When it comes to career growth, active networking on a professional level is essential. There might be some off-putting connotations to the idea of networking. However, creating good professional working relationships is essential. 

Why is networking so important?

It is essential for business leaders to master the skills involved in networking. This is the same across all industries and regardless of your level of experience. Good industry networking is the difference between having an okay career and a fantastic career. 

With the right approach, networking can help you to build relationships that will be mutually beneficial with other professionals within your industry. With a solid network of professionals in place, you will be one of the first to hear about new and exciting job opportunities within your industry. You’ll also know when people with the right skills are looking for a new role and would fit nicely into your team and reap a whole host of other benefits. 

Who should your professional network include?

You need to make sure that you have the right contacts in your professional network. This is something that will help you to maximise your learning opportunities and career growth. You should consider building your industry network to include the following groups of individuals:

  • Former and current colleagues
  • Study peers and classmates
  • Friends in the industry
  • Members of the appropriate industry-related associations
  • Peers from other digital networks like LinkedIn
  • Recruiters who are specialists in your field

The type of networking that you do may vary but could include everything from informal chats at social events to attending events that are specific to your industry. The goal of networking is to open up the lines of communications and begin to make network relationships

The benefits

There are many benefits to be had from networking, and if you are not doing your networking effectively, then you could be damaging your career prospects. These benefits include:

  • Strengthening your business connections within your network
  • Tapping into your network when you need ideas and perspectives
  • Raising your professional profile
  • Helping you to grow your own personal brand
  • Getting access to job opportunities
  • Exchanging best practice knowledge with members of your network
  • Getting support and career advice
  • Boosting your confidence
  • Gain a perspective that is different
  • Develop long lasting relationships that can also be social as well as professional
  • Get answers when you have questions
  • Find your ultimate dream job

How do you start networking?

Building networks is incredibly beneficial for your career but for many individuals the work that is necessary to build up a network is not something that comes naturally. Not everyone is comfortable starting conversations with individuals that they do not know and even the idea of sitting next to a stranger at a conference can fill them with dread.

You can prepare for such eventualities by planning ahead and making sure that you have a couple of relevant points for discussion in your arsenal so that when you find yourself making small talk with new people you have something to discuss. Not all discussion points need to be about work, they are simply ways of getting conversations started. 

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Flexible Mentoring – How To Adapt to Your Mentee’s Needs

Mentoring is about guiding someone’s development, but it’s not a one-size-fits-all process.  Flexible mentoring recognises that each person being mentored is unique and, as such, it requires a tailored approach. Here’s how to create a mentoring plan that adapts and evolves with your mentoring relationship.

Clear goals but a flexible framework

Start with a clear understanding of what your mentee wants to achieve. Is it a promotion, new skills, or increased confidence? Establish expectations for both of you. This can include how often you’ll meet and what topics you’ll cover. However, you need to remember that these initial goals might change, so be ready to revisit them.

Listen and understand

To be a flexible mentor, you need to be a good listener. Pay attention to your mentee’s aspirations, challenges, and preferred learning styles. Do they learn best by doing, observing, or discussing? Ask questions and create a safe space for open and honest conversation. This will help you tailor your guidance to fit their needs and their personality.

Expect the odd curveball

Life isn’t linear and mentoring is no different. Be prepared for unexpected events that might require adjustments to your plan. A job loss, a family emergency, or a change in priorities can all impact your mentee’s needs. See these changes as opportunities to help them navigate challenges and develop resilience.

Mix it up

People learn in different ways. To keep your mentee engaged, use a variety of mentoring methods. One-on-one meetings offer focused support, while group workshops can encourage peer learning. Online resources like articles and webinars provide easy access to information. Consider arranging job shadowing too, to give them real-world experience.

Regularly check in – but don‘t hover

Schedule regular check-ins to track progress and make adjustments. These meetings allow you to celebrate successes, identify roadblocks, and ensure you’re both still on the same page. Is your mentee feeling overwhelmed or lacking support? Regular feedback helps keep the mentoring relationship on track. However, it’s important to let them make some mistakes, and learn some lessons themselves. Don’t hover.

Learn from everything – even mistakes

Acknowledge and celebrate achievements. These successes build confidence and motivate your mentee, but don’t shy away from setbacks. Analyse what went wrong, identify areas for improvement, and use these experiences as learning opportunities. Did a networking event not go well? If so, help them reflect on why and develop their networking skills.

It’s a two-way street

While you’re guiding your mentee, be open to learning from them too. They might have fresh perspectives, new ideas, or different ways of doing things that can broaden your own knowledge and understanding.

Flexible mentoring is about creating a supportive structure that can adapt to your mentee’s individual journey. By being responsive, understanding, and willing to adjust your approach, you can help them reach their full potential.

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AI

Why AI fails at mentoring

AI has made significant steps in recent years. It is now even able to generate information in a more conversational manner. In fact, some of the AI-generated chat programs that you will find out there are incredibly good at what they do. In some cases, it is often impossible to work out if you are speaking to a real person of not. When it comes to business, this offers fantastic potential. However, it also invites some difficult questions. Is AI also capable of replacing social institutions, friendships or peer-to-peer interactions? Worse still is, it possible that it could be used to replace mentorship?

There are certainly many things that AI can do but it cannot yet replace the more intangible aspects that are associated with human interaction. With this in mind, we explore why AI fails at mentoring.

What AI is good at

Before we consider why AI fails at mentoring lets take a very brief look at what it is really good at:

·       Finding patterns – AI can sort through large amounts of information and data and find patterns to make predictions.

·       Automating lists that are repetitive – Because it’s good at finding patterns, it is also great when it comes to creating commands for repetitive activities.

What can’t AI do?

AI is however not very good when it comes to generating new information. When it comes to interacting with humans it can really struggle. Furthermore, it can’t really respond all that well to a prompt where it simply doesn’t have the information necessary to hand.

The lack of human element

To put it simply, if you were looking for advice from a mentor in areas which you were struggling in and wanted advice, support and a little guidance, AI simply doesn’t have the capacity to give you this. It would be more likely to give you some random information that it was able to find that it believed would fit what you were looking for. Unfortunately, this usually would be way off the mark.

A mentor is there to guide you and no matter what the problem send you in the right direction. It may not be with the full answer that you need but rather the right guidance to find that answer or the information that would lead you to the solutions. This requires a significant amount of knowledge and often the ability to think outside the box. Essentially this is something that AI has yet to master.

When you choose a mentor, you do so for many reasons. One of these is that you want someone you can learn from, who has been in the position you are in themselves, and so understands. This is simply not something that AI will have any knowledge of. Therefore, any answers that it gives you will be based on guess work and probability.

A mentor is also someone who can help you when it comes to networking. Again, this is something that AI simply has no real knowledge of. It might be able to suggest ways in which you can network, but it does not have the human connections to help you.

There are many ways in which AI is a great and incredibly valuable tool. However, when it comes to mentoring, the human touch is essential and this is not a bad thing.


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Limiting beliefs future proof your career leadership training Imposter syndrome

The Imposter Syndrome: How To Combat Self-Doubt For Career Advancement

The term ‘imposter syndrome’ has been in use since 1978 when it was introduced by psychologists Suzanne Imes and Pauline Rose Clance. Both of whom struggled with self-doubt despite their obvious success in their chosen field. It was this which led them to embark on a study program of other successful women similarly afflicted by self-doubt.

The American National Institute of Health describes imposter syndrome as ‘a behavioural health phenomenon described as doubt of intellect, skills or accomplishments among high-achieving individuals.’

Self-doubt, feeling like a fraud and subsequent fear of failure can affect anyone in any field. It can happen at any stage of their career.

Combating self-doubt in order to advance your career involves a combination of strategies. These are aimed at building self-confidence, gaining clarity and then taking action.

Identify the reason for imposter syndrome

What triggers your self-doubt? Is it the fear of failure or feeling not good enough in comparison with others? When you understand the root cause you can begin to address the problem.

Challenge negative thoughts

When self-doubt creeps in, challenge this with evidence-based reasoning. Ask yourself if you have any actual reason or evidence to support this feeling or if they’re based on past experiences or assumptions.

Be kind to yourself

Acknowledge that everyone experiences self-doubt at some point. Even leader Elon Musk has admitted to suffering from self-doubt over public speaking. Give yourself a break when things get a bit challenging. Focus on your strengths and talents and leverage them throughout your career. Keep reminding yourself of past successes and times when you’ve overcome challenges – keep a written record of these.

Continuous learning

Invest in your personal and professional development through ongoing learning and skill-building activities. The more you learn the more confident you’ll become in your abilities.

Set realistic goals

Break down your career goals into small, achievable steps and celebrate each time you achieve a new milestone. Keep a record of your progress to help build confidence and block imposter syndrome. Visualise yourself achieving all your career goals and imagine how you will feel. This helps to reinforce positive thinking.

Seek feedback from supportive people

Ask for feedback from trusted colleagues, mentors or supervisors. Constructive feedback can provide you with valuable insights and help you recognise where your strengths and talents lay. Surround yourself with supportive people who believe in you and encourage you in your career goals. Avoid those who would undermine your confidence or feed your self-doubt.

Take positive action against imposter syndrome

Sometimes the best way to combat self-doubt and power through your career is to take action despite those niggling feelings. Break out of your comfort zone and take calculated risks. Once you have done this for the first time your confidence will get a massive boost and you will find it becomes easier and less nerve-wracking to keep taking those small steps forward. Don’t be afraid to sometimes seek support from a mentor as you advance in your career.

Overcoming self-doubt is an ongoing process so be patient and keep taking those small steps to greater self-confidence.

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Growth mindset leaderships

Leaderships That Really Worked

There are quite a few examples of how leaders have been successful in their chosen fields. However, some leaderships have undoubtedly been more spectacularly successful than others. Often, this is down to how they lead and how they treat the people who work for them.

Whether setting up mentoring schemes – proven to work well in a wide variety of industries – as we know only too well here at EL Mentoring, or driving people to effect change, the right leaderships can change fortunes and change the world.

Successful leaders exhibit a combination of strategies and qualities. Here are a few examples of outstanding leadership styles and individuals who are widely recognised as being the best.

Elon Musk

The CEO of Tesla and SpaceX, Elon Musk is often considered to be eccentric and combative. He is also one of the world’s most devisive leaders. However, his innovative style of leadership shows a man unafraid to take risks and push boundaries in the pursuit of his own personal vision for the future. He has the ability to inspire and lead in a highly competitive market. This way, he can ensure his status as an industry leader in the field of electric vehicles and increasingly artificial intelligence.

Steve Jobs

The co-founder of Apple Inc was a charismatic leader. He was known for a ferocious work ethic and his ability to inspire and motivate his team to achieve groundbreaking, indeed world-leading innovations in the technology industry. His charisma, single-mindedness and attention to detail became the rock on which the success of his company grew.

Angela Merkel                                                                                                                 

Not a business leader but a highly effective one nevertheless. The former German Chancellor was known for her adaptive leadership style. It helped her successfully navigate the challenges posed by the European economic and refugee crises. She is widely respected among the German people and world leaders. Her ability to adapt to changing circumstances contributed to a long and successful political career.

Sheryl Sandberg

She was the Chief Operating Officer at Facebook from 2008 to 2022. She then, after a stint at Google, moved on to found her own enterprise Leanin.org. This was based on her recipe for success at work and in life. Her leaderships encompassed high expectations and encouragement of the people around her to reach goals. She is known for praising those who do good work. Plus, she takes steps to work out an individual’s talents, pushing them to improve.

Jeff Bezos

The founder of Amazon, which started out as an online bookstore. Bezos has turned his company into the world’s biggest online seller. He is known as a transformational, decisive but often autocratic leader. This is due to his high standards and tendency towards micromanaging. Through his analytical thinking and calculated risk-taking style he has made his company successful. He has done so by splitting his workforce into small teams. They are then trusted to complete required tasks. He is also focussed on improving communication to create a healthy but driven competitive environment among employees.

Companies and businesses can come and go, however it is clear that the key to lasting success is great leadership. This means that can adapt and innovate when required to best suit the needs of their teams and achieve their goals.

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Leadership pipeline

Building a Leadership Pipeline in Small Businesses

In the modern business world, effective leadership is crucial. This is true not only for large organisation, but for small businesses. As SMEs strive to stay ahead of the curve throughout their growth, a robust leadership pipeline becomes imperative. Here, we look at the essential components of building a leadership pipeline in a small business.

What Is A Leadership Pipeline?

Simply put, creating a leadership pipeline means proactively identifying and grooming those who could be future leaders within your SME. There are certain useful rules to follow when it comes to creating a robust pipeline in order to secure the future of your business, even after you no longer work in it. 

Rule 1 – Identify Leadership Potential

The first thing to do is to identify those within your business that have leadership potential early on. Going through a  thorough assessment of employees’ skills, competencies, and aspirations will help you identify potential candidates, but it is important to look beyond their current job performance and consider abilities such as strategic thinking, adaptability, and interpersonal skills.

Rule 2 – Building a Framework

When you have identified potential leaders, you will need to create a framework to support their development. Providing them with a mix of experiences that broaden their skill set and allow them to operate in different parts of the business will be extremely beneficial. On-the-job learning, mentoring, and formal training can be combined to help create well-rounded leaders.

Rule 3 – Mentorship

Mentorship has a pivotal role in leadership development. Pairing your identified candidates with experienced mentors/leaders who can provide guidance, share insights, and offer constructive feedback can accelerate their development. It can also provide useful proof to other employees that you are working on their behalf.

Rule 4 – Succession Planning

A robust leadership pipeline needs to include succession planning. An SME that has identified which roles are critical and prepared those who want to step into these positions when the time comes is a business that will not fall when a member of staff retires or leaves or throughout periods of change.. 

Rule 5 – Creating a Leadership Culture

It is essential that a business that wants to succeed embodies a culture that values and prioritizss leadership development. This can not only  encourage employees at all levels to aspire to leadership roles, but can help improve the diversity within your business.  Diverse teams can bring a huge range of benefits to an SME, and could help to identify areas for future development that may not have been previously considered.

Evaluating Leadership Development

While setting up a leadership pipeline is a job that might take some time, you will need to return to your framework to make adjustments sometimes. Carefully establish metrics for measuring progress, early on, and this will allow you to make changes if something isn’t working quite so well as it should. 

Investing in leadership isn’t just a strategy. Developing a leadership pipeline means you have put in long-term investment to secure the success and sustainability of your business. 

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Reverse Mentorship – Can Learning From Less Experienced Leaders Work?

Mentoring – passing on knowledge and skills to newer or less experienced colleagues – has been around for decades. It has served businesses well in terms of helping colleagues learn the ropes. Now a new, dynamic approach to mentoring has turned this idea on its head. Reverse mentorship is the innovative practice bringing mutual benefits at all levels.

The Evolution of Mentorship

Mentoring in its traditional form is the exchange of ideas and transfer of knowledge and  experiences between colleagues, the mentor and mentee. The mentor is typically someone more experienced and often older than the one who is learning i.e. the mentee. Mentoring would traditionally focus on tailored guidance and learning from experience rather than through book learning or attending lectures. Reverse mentoring has come about because of rapidly advancing technology and working practices typically embraced by younger people necessitating a fundamental change in expectations. Cross-generational collaboration emphasises the benefits of continuous learning for all employees whether junior or senior.

Understanding Reverse Mentorship

The definition of reverse mentorship is simply one individual who is considered less  experienced or younger who shares knowledge and skills with a more experienced or older individual. An example could be a student doctor mentoring a more senior doctor on new technology or practices. This could be done in order to enhance the care of patients or improve data recording.  Reverse mentoring can also be useful in helping directors or senior leaders, who often miss out on what is actually happening within their organisation.

This especially benefits those who have a separate working environment from the junior workforce to understand what is happening throughout the business. It gives them ground-up information from someonel with a greater insight in shop-floor practices or work-based conflicts, so helping to facilitate necessary changes in organisational practices. Modern mentorship is based more on the idea of the reciprocal fostering of growth between parties rather than on seniority or experience.

Breaking Down Generational Barriers 

The traditional idea of older individuals being the source of superior and unchallenged knowledge and junior colleagues being somehow inferior is thankfully rapidly disappearing. Now, enlightened individuals have ann understanding of how younger people or new joiners can bring with them a wealth of knowledge and skill sets which benefit an organisation. A rapidly-evolving use of reverse mentoring is gaining traction in providing education at all levels around the challenges faced by minority groups. This can help to improve diversity and inclusion within workplaces. For example, a reverse mentor who is part of group such as BAME or LGBTQ+ can provide a unique understanding of the challenges and how to overcome them. 

Benefits of Reverse Mentorship

Reverse mentoring is proving to have big impacts across all kinds of organisations in opening up channels between the generations. It helps to share learning, knowledge and tech-savvy skills. Plus, gives those who previously wouldn’t have had any input the opportunity to teach and advance themselves alongside the chance to interact with senior or executive individuals they otherwise wouldn’t have been able to reach. Those more senior or previously more ‘knowledgeable’ benefit from gaining valuable insights into emerging trends and ideas as well as new skills. Reverse mentoring also promotes transparency and greater freedom at all levels to put forward ideas.

Conclusion 

Leaders, no matter how senior can always benefit from the opportunity to learn and grow. Plus, a culture of continuous learning and mutual collaboration within a workforce can become a powerful ally for success. Reverse mentoring can be effective in gaining insights and awareness of challenges facing minority sections of an organisation and into how an organisation is progressing. Knowledge equals power equals success.

Reverse mentorship

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Imposter syndrome virtual business mentoring failure pillars of mentorship

Building the 5 pillars of mentorship

Mentoring is a great option for those who are looking to promote cultural and commercial growth. It taps directly into and then inspires the further development and sharing of relevant expertise and experience that can already exist in an organisation. Those companies who invest in mentoring find that they see improvements in employee retention and satisfaction, interpersonal skills, communication skills and transfer of knowledge, amongst other benefits. Many mentors agree that there are 5 pillars of mentorship, so let’s take a look at them. 

The program is championed from the top

In this pillar, the mentoring program is championed by those in leadership positions within the company, they endorse and embrace it. They themselves have mentors, and they also mentor others. They also believe that mentoring is important for both personal and professional development. 

These individuals play an important role within the enterprise mentoring program and give their weight to:

  • ensuring the program is seen as a priority – they understand the benefits and want to share this
  • legitimise the program by lending a sense of respect to it. 
  • Being available for any key events and engaging with all employees during the program. They also speak out about ROI in the program.

The program is planned strategically

Good initiatives don’t just happen. They are carefully planned out and have measurable and specific outcomes. There should be a robust planning process to make certain that the effort and energy within the program is maintained over the years rather than fizzling out over a matter of months. This planning should also account for the seamless running of the program across the company. 

The program should be measured and defined

You need to work out what measures matter to your organisation. Any outcomes must be articulated clearly so that an ROI can be measured across the organisation. Some measures are calculable and empirical, whilst the rest will be anecdotal by nature. 

You need to have a system that will capture and then report on these measures to help refine the process whenever there are new participants in the program. This will help with regular reviews.

Training for participants

Mentoring programs often fail because it is believed that pairing a mentor and a mentee is enough. It is important to ensure that you provide introductory and then ongoing skill development to both parties. When they have the proper training, this gives everyone:

  • A message of commitment
  • A consistency of approach
  • A quality of delivery
  • Enhanced relational capability
  • Very clear expectations.

The program should be supported by processes and systems

Within the HR of many companies, you will find frameworks, processes and tools which can capture and then support employee development needs. These are things that can be used within any mentoring program in order to ensure that there is no isolation and that there is efficiency in the way individuals are processed and the program is deployed. 

The right tools, procedures and policies can assist in reducing cost and time within your program and help improve the mentorship experience.

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