Effective Mentoring Program for Leadership Development

You how to keep your best talent to prepare the leadership? A mentoring programs are the most effective tools in achieving business results. Author of the book, reported the war on talent, "Those who have experienced an extremely useful advice, 95 percent indicated that their very best to him motivated, 88 percent said it reduce them to likely to leave his company created, and 97 percent said the company contributed to their success. "

Many organizations provide high performance employees to find a mentor not only helps them settle into their jobs and the company's environment, but also a low employee turnover rate and contributes to greater job satisfaction .

A mentor, basically, who serves as a counselor or guide. Being asked to serve as a mentor is an honor. This indicates that the company is confident in the abilities of the person trusts him or her a positive impact on the situation. Using a mentor in an informal, short-term situation or a more formal, long-term work can be.

In an informal mentoring program, mentor mentee for a limited period of time usually helps. Most advice including tips from the master about the everyday routine of the basic information included "Do's and don'ts" for employees to help employees learn job responsibilities and future role in the organization ready to book not found is. A mentor who is available to answer questions and provide leadership development saves time for the supervisor or manager. In addition, mentees often feel more comfortable than their supervisor of their patrons are asking questions.

Such a program, volunteer mentors are often. To do so quickly to someone who can cause problems as the custodian wants to work force. Obviously, a negative attitude, a new employee to suffer and may encourage anyone with complaints as a master should not serve.

A more formal version of the advice of an organization when a senior manager with extensive knowledge and experience of a professional company to serve as a guardian appointed for the development seems to have excellent potential. The role of mentor usually lasts for an extended period of time.

Effective mentoring programs, senior level support must be started, otherwise it to get attention and support it needs to be part of the culture of the organization will fail. Experience is the most effective mentoring programs for senior level executives, human resources department are run only.

Whether informal or formal, both parties need to understand the standards. The more important a long-term, formal mentoring may be in a position, but also short-term, can affect the success of informal advice.

• Select the right mentor. Everyone makes a good mentor. A mentor who is respected, successful and understands the culture of the organization. His time and knowledge must be willing to make a commitment.

• ensuring proper pairing and create an emotional bond. Both the mentee and mentor is useful to conduct a behavioral assessment. This ensures proper matching and helps each other's communication styles of both parties, understand the strengths and limitations.

Setting goals and objectives •. Beginning to master these areas need to outline. Should be in alignment with strategic plan goals. Just as important, the student must outline their goals as well.

The role of the mentor and mentee • Advice for coach. Thu supervisor or manager does not interfere with the decision. New employees, especially on the important issues are expected to master's advice, to bind not accept that advice.

• Privacy is important. Not a supervisor or manager immediately relayed - Both sides believe that to be discussed between them need to feel.

• Decide in advance how you communicate. You will have to set regular meetings? Discuss face-to-face or telephone via e-mail also can be? Both parties like to get them at the beginning and reach an acceptable agreement, they have different needs.

• Discuss time frame. If advice term guardian must state a time frame in the beginning.

• Discuss time commitments. Again, the more long-term, formal advice can be critical. Expect employees to give enough time to master, but will the newcomer should not expect excessive amounts. At the beginning of a program installation (example: Once a week meet for the first month, then once a month) after avoiding upset misunderstanding later.

• Create openness and respect. Is open to both master and man to be honest, yet respect each other's needs are being mentored. A mentor who withholds important information or comments do not contribute to the success of another person. However, such response must be given with humility and courtesy - and (even if some harmful) obtained with an open mind.

• Establish a professional relationship. Between master and disciple relationship is a professional, not a personal one. This is especially important to understand the mentee.