Why in 2020 We Must Have Corporate Mentoring Program Goals

There is a strong argument to be made that the defining characteristic of the 21st century has been a tendency towards complexity. The onslaught of technological advances of the last decades has expanded the possibilities of corporate action and, as a consequence, made competitiveness more difficult to achieve.

 

This means that achieving success is explicitly entwined with your business’s ability to find cost-effective and high-impact solutions to any problem that may arise.

 

The Benefits of Corporate Mentoring

 

A well-implemented mentoring program can do many things.

 

On an individual basis, your employee, will enjoy significantly faster adaptation to the workplace environment, acquire enhanced skill development, and gain access to an essential network of key co-workers.

 

In turn, the corporation achieves a significantly lower turn-over ratio and increases their productivity by ensuring the existence of a more competent and confident workforce.

 

A skilled corporate mentor will add value to your operation and do so while minimizing risks. However, it is essential that realistic expectations are established.

 

The Value of Having Clear-cut Objectives and Goals

 

At the end of the day, the single most important factor to any corporation or organization is the bottom line. Therefore, the cost-value ratio of a corporate mentoring program becomes a crucial factor to consider.

 

How much will establishing a mentoring program cost the company? Versus how much money the company will potentially save in the long run with such enactment?

 

The answer to those questions can only truly be determined by establishing precise and realistic goals.

 

According to the project management philosophy of SMART criteria, corporate mentoring program goals must be specific, measurable, attainable, relevant and timely.

 

That means that goal-setting must be strategic, well-resourced, and aligned with corporate goals.

 

Without this mentality, there is no effective way to initiate, plan, execute, nor control a mentoring program. And lacking the ability to do so, instantly and genuinely, derails any potential for success.

 

This applies to any project and not just a corporate mentoring program.

 

Corporate Mentoring Program Goals and Objectives

 

Foster Connections: The best mentoring programs will prioritize establishing and fostering connections between the mentors and mentees. Without this crucial step, the program will implode and fail. The project manager should prioritize establishing an environment that sustains the organic development of these relationships.

 

Instill The Best Practices: This requires outlining the expectations of all parties involved in the program. Make sure that over time, these expectations are met. In case that meeting certain expectations is not possible, ensure that everyone involved understands the reasons why. Make sure that the mentees understand that mentors are not expected to solve problems, but rather instill the best practices so that the employees themselves find the most effective solution.

 

Develop High Performance: One of the crucial goals of any mentorship program should be to enable promising employees to develop to their full potential, and facilitate their upward movement through the organization. Research has shown that when top-level positions are filled by employees who have tracked their progress through the ranks, the corporation as a whole performs more efficiently.

 

Establish these goals early on, and you will significantly increase the success rate of your corporate mentoring program.

 

 

 

 

 

 

Are We Are Losing ‘Just the Two of Us’?

 

I see the crystal raindrops fall
And the beauty of it all
Is when the sun comes shining through
To make those rainbows in my mind
When I think of you sometime
And I wanna spend some time with you
Just the two of us
We can make it if we try
Just the two of us

-Grover Washington Jr and Bill Withers

 

I would really like to pose this as a question, “Are we losing the two of us’ in society? At home, at work, at our children’s school, with our aging parents, in neighborhood playgrounds, at our local coffee shop?… But I do not believe any of us need to pose this as a question anymore, we see it and we have fallen prey to it ourselves (unless we chose to live off the grid or are painstaking in our daily routines and rituals). We know we are not there or fully with those we want or need to spend time with personally and professionally and it is harming us.

We have taken a huge fancy to our computer-capable iPhones + Samsungs, our Netflix, our Amazon Prime (are you smiling as if I am talking about your VERY good friends here?) I am, I am in awe of them all.My colleague MacKenzie sent me a very powerful article last week (link below) about loneliness and burnout in the workforce and how it’s particularly impacting in-every-detrimental-way-possible our Millennials and Genz. From anxiety to depression to suicide. Lonely, lost, despair. Our need for strong connections are there, yet our brains are somewhere else, rewired. The casualty, we are losing each other. We are losing the ‘just two of us.’ We need self-imposed, work imposed or family imposed interventions (and sometimes more).

“Why is your phone screen black and white,” I asked my older brother Tony who is the most deliberate person I know about structure, routines, fitness, and health.

“Because the world out there is what’s in color, not the world on your phone,” he responded. He made his phone less appealing and it worked for him. I tried it and it worked for me too until I wanted to take photos and ‘forgot’ to turn it back to grayscale.


*article HERE

Four years ago I launched a company to focus on how to build “the two of us” relationships at work. Even called it Twomentor (cause Rob Base said in his song ‘it takes two to make things go right’ and it takes two, to mentor) By increasing mentoring cultures we can elevate women in STEM fields, drive employee engagement, retention and knowledge transfer.

Four years later, as I reflect on our work, I realize that increasing belonging, connection, decreasing loneliness would also become BIG priorities. The “America’s Loneliness Epidemic” study came out and the World Health Organization classified Burnout as an official disease. We become an engineered intervention to better humanize the workforce and drive connecting.

Time and time I’d see the smiles appear when we ran flash mentoring (think speed dating) sessions globally. A little fun and a little engineering would crack the screens and we would really see each other again, eye to eye, Zoom to Zoom, here to help and to learn from each other. The goodness of people comes out. We were nourishing the psychological starvation we have of a need to connect. HOPE!

iPhones will not be going away. Netflix + Prime will only continue to gain market share and we will share our lists with joy (by the way, thanks to Karen + Renee we loved Fauda, the Spy, Goliath. Handmaids Tale on Hulu was intense!) but we need to understand the casualty of us in the process.  Like my brother Tony, we need to share the steps we take to connect meaningfully with ourselves and each other both at home and at work. For me, I just started Yoga and will go on the beach paths of Boca with my family on our new-to-us from eBay Electric Scooters and set next lunch dates each time we meet with my Mom, Mother, and Sister-in-Law ). FaceTime can bring us closer to our relatives from afar and Zoom calls bring us into each other’s offices for coffee. Extra points if we actually turn our videos on and see eye to eye.

Do you have a weekly or daily strategy that helps you increase human connection, enjoy feel the fall crisp air, spend with a mentor or a friend on an ongoing basis for mutual support? Please share your experience