HRO Today April 2017 - 50

Workforce Management
Perfect Pair
Mentoring programs can help develop leaders if organizations
follow a few simple steps.
By Rick Grbavac
The philosophy behind mentoring programs is based
on good intentions: Takeing some of a company's best
potential and pairing them up with some of its best
leaders to learn from their experience. But then reality
sets in. Some inherent problems with mentoring programs
include:
1. Prospective mentors are usually very good at what they
do, but are very busy people. They are happy to take on
new assignments, such as mentoring, but may fi nd it
diffi cult to maintain a consistent level of communication
that is critical to skills improvement in the mentee.
2. Just because a mentor is good at what they do doesn't
mean that they can get someone else to also be good. Not
all mentors are educators or developers of people.
[50]
HRO TODAY MAGAZINE
| APRIL 2017
3. Mentoring tends to be a seat-of-the-pants process. Great
information that is shared during the process may be
inconsistent and come without context. It also may not
lead to a great leadership outcome.
So is mentoring a good way for organizations to develop
leadership talent? Yes, if organizations make the process
consistent, ease the burden on the mentors, and make
the experience worthwhile for the mentees. The key
ingredients are:
* an approved best practice for the mentor to use when
guiding their mentee.
* a simple process for the mentor to follow to ensure the
mentee can improve.

HRO Today April 2017

Table of Contents for the Digital Edition of HRO Today April 2017

HRO Today April 2017 - 1
HRO Today April 2017 - 2
HRO Today April 2017 - 3
HRO Today April 2017 - 4
HRO Today April 2017 - 5
HRO Today April 2017 - 6
HRO Today April 2017 - 7
HRO Today April 2017 - 8
HRO Today April 2017 - 9
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HRO Today April 2017 - 11
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HRO Today April 2017 - 15
HRO Today April 2017 - 16
HRO Today April 2017 - 17
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