To successfully
set up and implement a structured mentoring program, your
organisation will require a logical process. But people
are ultimately responsible for the execution of any process.
Thus it is vital that your mentors and mentees are trained
to perform their respective roles within the program.
Mentoring is not new. Yet, most mentoring today is informal,
with little or no accountability.
Structured Mentoring offers organisations an effective
and cost-efficient mean of people development. It is a
deliberate transfer of existing experience, mindset, skills
and knowledge within the organisation linked to organisational
goals. If successfully implemented, it leads to the strengthening
of learning and people values in an organisation’s
culture. Many world-class organisations like Intel, Microsoft
and Standard Chartered Bank have established mentoring
schemes and credited mentoring as a major reason for improved
people performance.
Yet setting up a mentoring process in an organisation
requires a systematic approach that includes the determination
of outcomes, resources, procedures, training and tracking
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