The most comprehensive literature review of the benefits of mentoring that I have ever read was by Dr Bob Garvey and Ruth Garrett in 2005. They used over 100 studies of mentoring evaluations, case studies and research projects to produce their report for the East Mentor’s Forum supported by The East of England Development Agency.
In brief, this is what they found:
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The more self-aware a mentor can be about their behaviour and the degree to which they listen to their mentees around what the mentee is looking for from them, the better the relationship can be.
This video explores two different and sometimes competing models of mentoring which are used globally. It also provides a simple and practical framework to help mentors understand how to behave effectively in an organisational mentoring programme.
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We are delighted to invite you to join Lis Merrick for three free webinars on some state of the art mentoring topics this winter. Whether you are interested in introducing a quick, effective mentoring intervention, like Flash Mentoring or supporting your mentors in their CPD to stop them making mistakes, these webinars will be useful for you to join. Continue reading
Are you supporting, motivating and creating the most effective mentoring relationships in your programme? Well, if you are like most organisations then you probably start off with great intentions of doing this through the life of your programme and start off with a flourish, but then budget constraints kick in, or other priorities take over and you find six months down the line your mentors haven’t had a check in or support or supervision since the programme launched. Continue reading
The way mentoring programme design was approached ten years ago needs to be reconsidered in the light of more recent generational differences in the workforce. By 2020 half the working population globally will come from the generation born between 1980 and 2000. As generations evolve, so do the methods for training, developing, coaching and mentoring people. Mentoring someone from the Millennial Generation (sometimes known as Generation Y) is not textbook developmental mentoring as we have experienced it previously. Understanding Millennials’ quite different career and value expectations is key if mentors are going to provide the right type of support to them, as well as the form of mentoring that Millennials relate best to, in order for organisational mentoring programmes to be effective.
It is widely accepted that mentoring benefits organisations and employees in a number of ways, and that setting up a programme is much more cost effective than bringing in external support. The question is, how to begin?
If you’ve ever thought about developing and implementing your own internal mentoring programme, but not had a clue where to start, then one of our Mentoring Starter Packages, could be just what you need to get your programme off the ground.
These ‘off the shelf’ toolkits have been developed using Coach Mentoring Ltd’s vast experience of designing and delivering mentoring programmes, and are specifically aimed at supporting organisations in implementing their own internal mentoring programmes.
In an era of VUCA (volatility, uncertainty, complexity, ambiguity) what makes an organisation fit for the 21st Century? And what impact has the global financial/economic crisis had on organisational cultures?
Sadly some organisations have gone backwards and become more “controlling” culturally, whilst other organisations are courageously and riskily doing things differently hoping this will lead to survival and better things longer term. This requires a different mindset for the people, and mentoring can support that mental change.
More than 30 years of research into mentoring fundamentals and good practice around the world have gone into the development of an exciting new mentoring programme, aimed at developing the skills of both mentors and mentees.
