Clik here to view.
I was recently interviewing team members for a company that has been through a rapid series of acquisitions. One of the things they thought would be beneficial was to have a mentor. They thought it would help them understand the organization and become part of the culture much more rapidly. I agreed with them.
Here are four principles to consider when developing a mentoring relationship. They are derived from an article in the January 2008 edition of the HBR titled “Why Mentoring Matters in a Hypercompetitive World.”
Principle 1: Mentoring is Personal
Most people are not interested in a bureaucratic, impersonal approach to mentoring. They want to develop an authentic relationship with someone who can negotiate through the organizational issues. They desire a person who is hands-on and takes a personal interest, as well as someone who provides consistent positive feedback.
Principle 2: Mentoring is Universal
A company where I used to work mentored only its A players. The problem is that the backbone of most organizations is made up of B players. They are the solid citizens, the heart and soul of the organization. They often tend to pursue organizational goals over personal goals, and take a long-term view. Only mentoring the top ranks doesn’t have the far-reaching impact and the majority miss out.
Principle 3: Mentoring is Stretching
If a team member is not stretched, they will not grow. Sometimes assignments need to be given that they are not quite ready for, so that they can go beyond where they’re comfortable. When these types of assignments are given, it is a good idea to have the person shadow a more seasoned team member. Another option is to hook the team member up with a mentor. This will give them an opportunity to lead the project, while providing the mentoring support they need to succeed.
Principle 4: Mentoring is Reciprocal
It’s important for team members to attract mentors, not just wait for them to be assigned. Team members are responsible for their own career development and need to take ownership of the process. In addition, they show their generosity by providing support and encouragement to others in the organization, even when they are mentored by a more senior level person.
Nurturing the growth of your team members is one way that you can cultivate your talent and maintain or increase your competitiveness in the marketplace.
Share Your Thoughts: What are you currently doing to nurture your talent?
