Like everything else, workplace mentoring programs have had to pivot this year with the new way we live and work and the current needs of humans. However, we’ve found some silver lining though with new insights that drive utilization and connection. Overall, the roadblocks of the year have helped to encourage new ways of communicating for mentors and mentees and the blockers have lessened. Prior to the pandemic, the predominant preference for mentoring was for in person. The idea of

As you think about cultivating mentoring relationships, initially, it is important to consider your personal and professional goals and what areas you want to grow in as you evaluate potential mentors who can help you along the way. As you prepare for a mentoring conversation, it is even more important to ponder what questions you want to ask, based on what you hope to learn. The following list is a good starting point for critical questions and topics to discuss

As you consider becoming a mentor, first, you need to understand your mentee’s personal and professional goals, think about what areas you have demonstrated success and experience in, and how you can best help your mentee. As you prepare for mentorship, it’s important to think about what questions you want to ask your mentee in order to determine how you can best help him or her. The following list of questions and topics is a good starting point for discussion

It is a common belief that mentoring relationships can form naturally within an organization. However, leadership may not make time to take employees under their wing, employees may not take the initiative to ask, or there may be a lack of available mentors. Building a mentoring program from scratch can seem daunting. Employee Resource Groups are often formed to try to naturally foster mentoring relationships as a retention strategy for diverse populations. Usually, these groups are run by volunteers with

Unfortunately, there are many common pitfalls that can derail a mentoring relationship before it has an opportunity to take hold.  Here are some of the most common and what you can do to avoid them: Being unclear related to a role It is important to understand the role you are playing in the mentoring relationship, what the expectations are, and what the intended outcome is. Not investing the time It is important to be patient with the process and take

We’ve been talking to some of our clients to get their feedback on how the Engage Mentoring program has benefited their employees. I sat down to talk to Sara Yarian from Metal Technologies about how their participation came to be and where it’s going. Metal Technologies is a premier metal casting company that uses modern technology and a highly productive workforce to produce the best quality product. Their commitment to re-investing in their operating made them a perfect candidate for