I believe mentoring is essential to leadership development and can significantly accelerate the trajectory of one’s career. Unfortunately, many mentoring programs fail, stall, or never get off the ground because they lack a clear understanding of what they’re trying to achieve, leaving both the company and participants unable to identify, measure, and benefit from the results.
Recently, I had an opportunity to speak with a Washington, D.C., architecture firm to help kick-off their new mentoring program. The company seemed to have the mechanics of a mentoring initiative well in hand, so I focused the theme of my talk on the long-term benefits of such a program—challenging both the participants and company to work toward a clear understanding of what they wanted to get out of it in the first place.
Whether you’re starting a mentoring program from scratch or looking to bring new energy to an existing program, following these four steps will help ensure your company—and your employees—are getting the results they deserve.
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Article, written by Ken Ewan, first appeared in the August 2019 issue of Marketer.