Companies that are engaged in talent management are strategic and deliberate in how they source, attract, select, train, develop, retain, promote, support and move employees through the organisation. This includes:
Attracting and recruiting qualified candidates with competitive backgrounds
Managing and defining competitive salaries
Training and learning and development opportunities
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.
Formal and informal mentoring relationships exist in many organisations. Within these mentoring relationships the mentor may take many roles: being a role model, a sounding board, helping build networks and career support, sometimes simply being there to listen and challenge. However, linked to mentoring, but with clear differences is the role of a sponsor. Is it actually more beneficial for a woman who is seeking to break through the ‘glass ceiling’ to have a sponsor rather than an organisational mentor? Or perhaps she should be greedy and have both!
Supporting women talent specifically requires a further lens on how you look at your talent mentoring design, so here are some pointers for when you are developing mentoring programmes specifically to allow female talent to break through the glass ceiling.
In our initial experience of designing mentoring to develop senior women, the outcomes included one wedding, five promotions, several large pay increases, cosmetic surgery and a bullied mentor! So with the benefit of a number of women only mentoring programmes under our belts, use this checklist when designing a women’s mentoring programme:Continue reading →
Includes Best Practices, Insider Tips, and Additional Topics
Chronus Corporation, a leading provider of software for talent and career development, together with Lis Merrick of Coach Mentoring Ltd. will host a new webinar, “Developing Corporate Talent through Coaching and Mentoring,” on Wednesday, December 4, at 18:00 UK time. Continue reading →
Preparation can involve anything for a short face to face briefing to a two day training programme, with many organisations opting for short virtual training webinars these days which can ensure a global talent mentoring programme for instance can be run on a very cost effective basis.
Coach Mentoring Ltd now offers all David Clutterbuck’s CMI services across England, Northern Ireland, Scotland and Wales. It also provides the central resource to CMI for managing large global corporate projects.
Designing a successful mentoring programme that delivers the results you are looking to achieve can be a difficult process, particularly if the organisational culture is at odds with the philosophy of mentoring or the senior management are paying lip service to the programme’s introduction.