Spreading the Word About Mentoring in 2013

Throughout the month, we are reflecting back on 2013 – its accomplishments, successes, and yes — even challenges!

One topic on the top of our research and client delivery lists this year was Mentoring Programs. Just to recap a previous blog post about Mentoring Programs (and why we are so interested in helping organizations design, implement, and/or manage them):

  1. 50% of the senior workforce is retirement-eligible today. Years of experience and organizational knowledge may soon be walking out your door. Figuring out how organizations will plan to manage and/or fill the knowledge gap is critical.
  2. As the senior leadership exits the workforce, many management and leadership positions will fall to Generation Y workers, now 29 years of age or less. Ensuring the organization’s succsession plan is strong enough to help them navigate this huge transition is critical.
  3. Mentoring programs are proven talent retention and engagement tools. Organizations that have succsessful mentoring programs (see list of minimum criteria below) are more succsessful at attracting and retaining the people who will create the organizational culture they need and want.
  4. Successful mentoring programs must meet the following minimum criteria:
    •          Be rooted in a business or strategic need
    •          Have clear and specific implementation and maintenance plans
    •          Provide orientation, training, and ongoing support and resources to all participants – mentors and mentees
    •          Show visible support from top leadership

Checking all of these boxes can be hard for organizations to do if they don’t have the internal expertise to assist and guide them.

Because Mentoring Programs can be so important for the health and succsess of organizations, we are proud to have done the following things in 2013 to spread the word:

  1. Presented a session at the American Society of Training and Development-Twin Cities Chapter annual conference. The topic of our workshop was “Creating & Selling Your In-House Leadership Mentoring Program” and a few lucky members of our audience received FREE 1-hour consultations to help them apply the information to their organizations. If you give us a ring or send us an email, we’d be happy to do the same for you!
  2. Supporting the Mentoring Program in one of our trade organizations, Minnesota Professionals for Psychology Applied to Work. This organization has a diverse membership ranging from undergraduate students to very seasoned professionals. The mentoring program was launched two years ago and we have been volunteering to support its maintenance and success since it adds HUGE value to menbers who participate.
  3. Leading the development of a Mentoring Program in an historic local non-profit organization, the Woman’s Club of Minneapolis. Again, with members ranging in age from 25 to 104, a mentoring program is both a succsession plan and a membership recruitment tool. Many similar social organizations are facing the same strategic challenge – how to engage and retain younger members who will help to ensure the organization can adapt in ways that will continue its relevance and existence into the future. Our hope is that this mentoring program will help bridge the generational gap, integrate new and younger members into the culture of the organization, and add more value to the already invaluable experiences the organization provides.

We at Lumin have all been lucky to have effective mentors who have supported and challenged us throughout our careers – making us better consultants, strategists, and people in general! We hope you all have opportunities to experience the invaluable benefits of being mentor or mentee. Challenge yourself to step into both of those roles in one way or another in 2014 – it is worth it!

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