There is something truly special about companies that groom their employees to succeed through internal mentorship programs. Most new employees, especially those just starting out their careers, are looking for guidance and feedback that they can use to help navigate rough waters.
Developing a Mentorship Program
The first step in creating a mentorship program is to identify personnel that possess the skillsets and are willing to participate in mentoring.
Once these individuals are identified, conduct an honest assessment of availability and abilities to develop what information and skills will be provided to the mentee.
Next, discuss the details of the mentorship with the mentee. Be clear on the expertise available and to what extent it is being provided. Define some objectives, as well as what they hope to learn throughout the mentorship. Together, determine some short-term goals and reevaluate on a regular basis.
Some short-term goals might include:
- How to approach a prospective client
- How to create long-lasting client relationships
- How to grow my clientele organically
Lastly, determine the length of the mentorship. Not all mentorships are for the entirety of a career and can be project specific or last through a role transition.
Types of Mentors
Quality mentors come in all shapes and sizes, but there is a small handful you definitely want in your corner. You may choose one or all of these mentors, but each one possesses different types of expertise that can progress a mentee forward in their career.
- The Legend
Many people who aspire to find unsurmountable success in their industry oftentimes have someone they idolize. Most iconic industry leaders stand in their place from years of experience and their own handful of mentors.
- The Advocate
Having confidence in your work is can be difficult to build if you’re not surrounded by people who support and advocate for you. Your advocators not only boost you up but can also provide you with connections to people or influencers in your industry.
- The Partner
Everybody needs a workplace bestie. Like the first lady to the President, this is someone you can bounce ideas off, seek advice on particular subjects or dealing with particular personalities, or just vent to after a long day. They hold you accountable to reasonable standards and push you to be your best, and vice versa.
- The Balancer
Whether we’re in a funk or feeling swamped with deadlines, this is the person who cracks a joke to pull you out of the darkness and gives you a boost when you’re feeling sluggish. They help you organize your priorities to ensure you meet those deadlines while still maintaining your sanity. Achieving a work-life balance allows you to remain level and preserve your values.
- The Opposite
While having someone in your corner is far more preferable to someone who constantly questions your logic, it is necessary to have that person who can respectfully disagree or provide constructive criticism of you and your work. This allows you to improve and evolve within your field of expertise.
The power of mentorship is an underrated process and partnership in existing businesses today. Take a look around at the potential each employee has and start asking who has the acumen and stamina to mentor others. Mentorship benefits all of those involved and if you’re not sure where to start, reach out to Human Capital who can provide innovative approaches for your mentorship program.
