Establishing a mentoring program within your organization is an investment--of time, energy, staffing and other valuable resources. Because it's important that this investment be made seriously, it's crucial that your mentoring program have executive or top leadership support and buy in. There are a number of reasons that help validate the "expense" of a mentoring program; below are some of the areas in which mentoring can have a significant effect.
One of the main reasons a top talent will choose one employer over another is the opportunity for professional development and enhancement. Mentoring provides one of the most customized and personal opportunities for this to take place.
Knowing that a mentoring program is in place and available to new employees also signals the organization's commitment to helping new employees succeed and advance within the organization.
As is often the case in organizations, there are individuals with hidden talent; because of the culture of the organization, or simply lack of opportunity, some people's personality or potential is never uncovered. A mentoring program can help leaders of the organization who mentor identify those"hidden talents" and create opportunity for individuals to develop and ultimately use their talents for the organization.
Regardless of the state of the labor market, organizations run the risk of losing talented employees to other organizations. As mentioned above, employees are more likely to select and ultimately stay with an organization that is willing to invest in their future through providing development and advancement opportunities.
In addition, being a mentor is a excellent way to breathe new life into more seasoned leaders who might otherwise move on to other opportunities. The reward of mentoring can help retain experienced individuals, as well as cement the growing relationship with a new employee.
Mentoring can help break down the lingering "leadership clubs" that still exist even in the most progressive organizations. Through no fault of leaders, there may be a real or perceived wall between the "power structure" of an organization and historically disenfranchised groups of employees. Mentoring can help break down that wall and provide opportunities for leadership at all levels and by all people.
From Getting Started with Mentoring by Myrna Marofsky and Ann Johnston, the following are compelling outcomes of mentoring programs:
Mentoring Topics
Copyright © 2007 University of Washington
