Keep up-to-date on all things mentoring.
In my recent blog entry, Mentoring Is More than the Match, I described the “Five M’s of Successful Mentoring” model that we advocate here at River (market, match, monitor, motivate, and measure). Is there a sixth M missing from this model?
When you run a mentoring program, it may feel like your work is never done. To help you, River creates supporting material that you can use as an administrator in your daily work, or that you can share with your participants to help relieve some of the burden you may feel when it comes to supporting them. Case in point: The 5 Tips for Being a Better Mentor eBook is filled with...
Over nearly two decades, I have seen River facilitate and support thousands of mentoring relationships. People have been helped, supported, guided, advised, listened to, and made to feel valuable and worthwhile, all because they took part in mentoring. On a micro level, this can change the course of a person’s life. On a macro level, it makes me say simply that mentoring brings out the best in us. Here are three ways this can happen.
We’ve talked about it: challenging the traditional one-size-fits-all type of mentoring. We see the value and need within organizations for this modern and ground-breaking approach to social learning and collaboration. "Modern mentoring" sounds right. Now we’re left with the "how": How do we create this modern mentoring culture within our organizations?
In his book Modern Mentoring, Randy Emelo states that there are five core concepts that must be understood and used when creating a modern mentoring culture. He suggests that when organizations are seeking to implement this strategy, they should follow these five principles...
As more and more of our lives become digital, distanced, and distracted, I find it telling that many HR folks have been talking a lot about soft skills—or the lack thereof within their employee populations. We’re all obsessed with being connected, but we don’t seem to do so well when it comes to actually connecting...
Most organizations today have some form of a mentoring program and initiative. I’ve been fortunate enough to work with many companies to assist in the organization and development of an effective mentoring program. However, I hear repeatedly how difficult it is to create, implement, and scale a traditional program that is run through spreadsheets and hand-matching.
Establishing the groundwork for your mentoring relationship is a key element for success. You give yourself and your mentoring partner an advantage by creating a mentoring agreement at the beginning of the relationship, which provides a concrete foundation for what each wishes to accomplish through the mentoring relationship.