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

 

Want an 88% Boost in Productivity? Say YES to Mentoring Your Managers

by Mackenzie Moore

If you’ve been paying attention to research on the latest human resources trends, you’ll know businesses are facing two major crises: competing for talent and developing innovative and effective leaders ready to face the unique challenges of the 21st century. Both of these trends were highlighted in Deloitte’s latest report on Human Capital Trends. By and large, businesses are having a hard time developing their managers, and this poses a problem for their ability to attract and retain talent. According to Gallup’s report on Designing Your Organization’s Employee Experience, “the manager-employee relationship is the most important relationship at every stage in the employee journey.”

 

A white paper by the Center for Creative Leadership highlights a critical gap in the talent development pipeline: 58% of first-time managers never receive formal management training or development prior to transitioning into their new role. Consequently, more than 40% of newly promoted managers fail in the first 18 months.

 

Numerous studies have linked mentoring managers with increased leadership potential, productivity and the success of their teams. The Association for Talent Development found that workplace mentorship of managers resulted in a significant boost in productivity of 88%, whereas training managers was associated with a 24% boost in productivity.

 

A meta-analysis on the effect of mentoring managers formally by Dr. Rajashi Ghosh and Dr. Thomas Reio Jr at Drexel University and Florida International University, respectively, found career and psychological mentoring were both correlated with:

  • Increased workplace performance,
  • Higher perceived career success,
  • Higher job satisfaction,
  • Increase in organizational commitment, and
  • A decrease in intent to turnover.

 

The meta-analysis, published in the Journal of Vocational Behaviour in 2015, was performed on 13 published studies, 4 dissertations, and 1 unpublished study.

 

The research clearly shows that formal mentoring of managers is good for business. Managers that have been mentored are more committed to the organization, lead more satisfied and productive teams, and are more prepared to transition into the next level of leadership. But, companies and superiors in the organization are not investing in mentoring managers.

 

Heidrick & Struggles surveyed over 1,000 professionals in North America and found that only 27% of respondents report their company has a formal mentoring program and only 9% of respondents reported finding their mentor through a formal mentoring program. Investing in a formal mentoring program for managers of all levels is critical to building a productive and innovative workforce, succession planning and developing a leadership pipeline. PRO TIP: teach your managers to become mentors themselves, because over 79% of our younger workforce want their managers to be mentors as part of their management style, according to Deloitte’s Millennial Survey (2016).

 

Twomentor LLC stands ready to help you maximize the potential of your managers through mentorship. We will develop and manage a customized mentoring program based on your company’s objectives. Our proven initiatives foster high-quality mentoring relationships, promote productivity, and build a happier and more inclusive workplace. Reach out to our team today to learn more: SophiaD@Twomentor.com

Does She Need a Role Model, a Mentor, or a Sponsor?

It was about time to get the word ‘women’ into ‘mentor’. So, I did. Just launched my new company twomentor (t-women-tor), LLC to get the words ‘women’ and ‘men’ into STEM mentoring. It will take a unified approach. Today we celebrate twomentor’s one month anniversary with this blog and luckily not Pampers and Medella equipment at this stage of raising her.

So do girls and young women need a role model, a mentor or a sponsor? Likely all three along their professional paths.

If we want to recruit, develop, retain great girls & women in the STEM (Science, Tech, Engineering, Math) workforce we need to look at the whole pipeline and what women most need at different phases.

Reflecting back, I realize I needed three things personally and professionally:

1] A Role Model

2] A Mentor

3] A Sponsor

A role model was needed to show examples of great women: in science, in Senate, as leaders, board members, in tech, as business owners, and perhaps soon as President of the USA. The women in my family also served as key role models of women who found professional fulfillment, have families, and hung out with great loyalty with their girl friends (Mom and Ina just celebrated 55 years ‘together’ as BFFs). My father who came to America as a refugee from Hungary served also as a powerful example of resiliency and perseverance. He also taught me gratitude.

A mentor took on the role in a socratic way of helping me find answers within myself. In middle school a mentor (Karen C.) gave me an internship and taught me that I love small business. She let me work at her store for three years and helped me build some skills such as: inventory management, running the cash register, making marketing signs with Mr. Sketch pens, customer service and more. Mostly, she taught me to love work. I haven’t stopped working since, a dozen jobs and a few degrees later. A college mentor taught me how to get my work published and how to see others in their plights. A peer mentor got me into an interview for my first job at the company she worked at. Another mentor more recently taught me how to use a 3D printer. One of my mentors is a 72 year old dynamo and one is a 19 year old tech whiz.

Mentors came into my life as welcomed guides and were both male and female. One common ingredient was they all reflected that I had to have faith in myself, believing in me often before I believed in myself.

While a Mentor encourages one to climb the work ‘tree’ to new heights, a sponsor  takes on the role of going out on a limb for others. In other words, a mentor speaks to you and a sponsor speaks about you and advocates for you behind closed doors. Mike Caslin was such a sponsor in my life and I wrote about him HERE. Mike mentored me when I ran Network for Teaching Entrepreneurship in a few markets and then he championed me to take his national VP job after serving the company 20 extraordinary years. Other people wanted the job and he was the one to say ‘Let’s choose Julie.’ At several conferences recently, women would approach me and ask how to get such a sponsor. From all these discussions & research, I am becoming more convinced that we lose professional women mid-career because they do not have a sponsor.

I reflect back and clearly understand I needed three things from girl to career woman: a Role Model (s), a Mentor (s), a Sponsor (s). I think my start-up needs all three, and gratefully, they are all swirling around twomentor, llc as key advisors.

But I need to acknowledge something else here.

I am also now needed more than ever to be a Role Model, a Mentor and/or a Sponsor and I suspect you are too. It’s time to start. Start simple (invite her/him for coffee chat). Start soon. Invest in her. Pay it forward.

Julie Kantor is a global speaker on women in STEM, President & CEO of Twomentor, LLC offering mentor training and strategy to America’s top corporations. She is also Senior Advisor to Million Women Mentors and STEMconnector. 

Why I Loved Yoga With Goats: And What I Learned About Us

As I got some of my best stretches in (ever) on the yoga mats, I watched the goat circus around me. Eating, headbutting, communicating, collaborating. My heart felt light, I took each new stretch in with joy and shared smiles with the people participating around me.

Why did Yoga with Goats make so much sense to me psychologically? A bucket list item, that was never on my list? Was it that I stretched better than I ever thought I could? That I felt more connected and plugged in with people I didn’t know very well? That I felt more refreshed and relaxed than I had been in weeks? That I (gulp) really enjoyed exercising? Or maybe it was something else.

But let me start at the base of the Santa Cruz mountains. As I started my drive up the winding hills the day before a speaking engagement at the San Jose Marriott, I marveled at the views and vistas. The winding road was idyllic and I pulled over to snap some pictures of the breathtaking ride.

Making a strong right then left in between these mini mountains, a bicyclist appeared in my sights and I slowed down. “This doesn’t seem safe,” I thought to myself and appreciated that there was no cell phone reception to distract drivers. There are a lot of blind spots and curves on this road. A mile later a few motorcycles passed me. “Share the Road,” said a big yellow sign and then another, and then another.

As I am in the mentoring space, I thought of leaders in their cars trying to get to from point B to point C and others joining the workplace on bikes and motorcycles. Five generations in the workforce. Who owns the road? How do we coexist on the journey in a really positive, safe way?

As I arrived at the base of the farm and home of Original Goat Yoga, I had a long walk alone up to the top. You see I arrived an hour early. Being a city dweller, I was a little glad I had mace in my purse in case there was an unexpected visit from a mountain lion. I joined 20 other people including my brother Andrew and sister- in- law Rachael who organized the event with gluten-free Cake Boss cupcakes and. pink grapefruit Polar Springs. They were celebrating her birthday and their 7th year wedding anniversary.

“I don’t see them as separate,” said the owner and yoga teacher Lucy when I asked her which was her favorite goat. “They are always together, like a single unit in my mind,” she shared.

Andrew and I sat next to each other on light blue and grass green yoga mats. I was in from Boca Raton, Florida and admiring him as a grown man, husband, and top executive at a very successful high-tech growth company that delivers eco-friendly products to your doorstep. Twelve goats roamed around us as we took on new yoga poses led by Lucy. They ate grass, looked at us with curiosity, occasionally used our mats to do their goatly-business, nibbled on our clothes, kissed us, and every once in a while a ruckus would break out with some healthy head-butting. Lucy, the owner, and her husband Roman were masterful at keeping everything flowing with fun, frolic, co-existence. They also shared with us their life ‘off the grid’ a few miles away from the heart of Silicon Valley.

I reflected on the isolation I am seeing in the workforce (and have written about extensively). America’s Loneliness epidemic, corporate burnout. People struggling with new leadership (and feeling valued), need for more transparency, living in silos, fear of change, growth in their companies, toxic cultures, not wanting to disturb each other. The goats represented to me COLLABORATION. We welcomed and even reveled in their disturbing ways. Clumbsy, charming, huggable, feedable, we were happy to be in their presence. They were present and we became more present to the immense benefits of yoga and their charming antics. Disclaimer: If you are a true Yogi, this might be sacrosanct. I hope that I have not offended in sharing my perspective of this experience.

They weren’t lonely and that made us more plugged into the world around us. More plugged into each other, and the fresh crisp air flowing with children’s laughter and glee. We felt a kinship with their community and became part of it for that 60–70 minutes.

I laid down on the mat for some final stretches and thought about signing up for yoga courses back home. My body felt great. Just then a two-inch hoof slammed down an inch under my right eye. It surprised me more than it hurt. I knew I would have to share a part of this story in my speech the next day, a story of connectedness, in part to explain the black-and-blue shiner on my face. We closed the day with a shared “NAAAAAAAmaste” and a bow to each other. The goat was being a goat being his/her authentic self, and a little makeup covered it all up just fine but the experiential imprint stays with me to ponder.

No alt text provided for this image

Julie Kantor is CEO of Twomentor LLC. When not attending Yoga with Goats classes, she and her team help corporations, associations, and Universities build mentoring initiatives. She can be reached at julie@twomentor.com

#OriginalGoatYoga

Mentoring is the Down Payment on Our Future

“Service is the Rent We Pay for Living,” said our high school graduation speaker Marian Wright Edelman in 1987.

I agree. And reflecting add, Mentoring is the Down payment on our Future.

For the busy working woman, service & mentoring can be tough. We are increasing the hours at the office, online at home, squeezing in quality time for our kids, our partners, trying to be decent daughters and daughters in law. We have less time with our girlfriends which we know is a key linkage to our sanity. And its not just working mothers, fathers want more time with their kids too and millenials have worlds of interests outside of the office with a distinct entrepreneurial mindset to their careers.

… But they need us.

We are needed to be mentors and champion others. Especially as we grow in influence and have more sophisticated decision-making networks. A few words of wisdom, a listening ear, some concrete guidance, can make a world of difference to someone in job transition or trying to find their way post-college.

… And we need us.

As we start realizing that the workforce is not the diverse, merit based system we thought it was and that there are political nuances we need to understand. The stats are dismal when it comes to women on boards, in leadership roles, in STEM. We learn we need to lift each other up and consider applying a two-candle perspective (when a candle lights another candle, they can both light others and all shine equally bright. ) We need to not compete for single digit spots, but push to create and open up more seats at the table.

So I have an action item for us all (male and female). Bring on an intern this Summer. Run an ad at your local University, on Craigslist, get your HR office to help. Give her a project where she works with you on something big. Set goals. Invite her to meetings with you. Interview her on her aspirations. Have her meet with two other executives you admire. Have her represent you at an event or listen in to important calls. Teach her to use technology in a work setting, software, have her teach you (reverse mentoring). Be open about your successes and failures.

If you are looking for more diversity in your workplace, consider this part of an on-boarding strategy.

BTW – you can count your intern mentee as part of the Million Women Mentors as can your colleagues who do the same.

Light her candle, let in some additional light and life to your workplace … as she is a daughter, a sister, potentially a future mother, scientist, IT leader and she needs you to help her light up her path.

Is Corporate Mentoring Nice to Have or Have to Have?

Courtesy of Pixabay

In this weeks’ NYTimes, there was a great article “Executive Mentors Wanted: Only Millennials Need Apply,” by Kevin Roose. The topic is seasoned leaders getting mentored by our younger workforce (reverse mentoring). Jack Welch coined the phrase and we are fans of it. We actually highlighted two months ago an interview on a great initiative at Pershing (BNY Mellon Co.) where 96% of Millennial mentors stayed at their jobs four years out. It’s empowering for all parties as we grow and strengthen ties in our multi-generational workforce.

What troubles us is each day we speak to companies who are shying away from mentoring their new hires and building sponsorship initiatives to elevate women and high potential diverse employees. Companies hope mentoring is happening informally, have trouble selling it up, but each time we survey large rooms of executives and grad students, less than 40% report they have a professional mentor. Roose’s article articulated the issue and the need well, that we can no longer shirk our responsibility (and as we like to say in training, the building of our Living Legacies):

“As reverse mentoring programs grow in popularity, some young workers still lack the traditional, top-down mentorship meant to help them rise in their careers. According to a 2016 report by Deloitte, the consulting firm, more than half of young workers said their leadership skills were not being fully developed in the workplace.”… “It really is the opposite of the mentorship offer that firms have historically made to young people,” Mr. Harris said [Malcolm Harris, the author of new book “Kids These Days”]. “Now it’s just, ‘We want you to come work for us, and teach us how to do our jobs.’ ”

I guess the point is reverse mentoring, diverse mentoring, peer mentoring, traditional mentoring… we need to be much more deliberate in engineering the opportunities to drive employee engagement and retention. We’ve decided to extend our 2018 offer to help you get started. We want to see your multi-generational workforce thrive in 2018! We can help you think this through. Let’s talk!

Julie

julie@twomentor.com

You can learn more about Twomentor with our latest Overview Prezi herehttps://prezi.com/p/mtpvhyrq5_op/

Learn more about the issues: Video on Elevating Women and Millennials in the Workforce http://bit.ly/1SZ8wrq

Time to Mentor 2.0 (Mentor+Sponsor)

I was on cloud 91/2 last week at the Diversity Women’s Leadership Conference put on Diversity Woman Magazine at the Grand Floridian (heaven, two thumbs up!). It had heart, some of America’s top Diversity Leaders, 1:1 coaching, and great content. A common theme was how to recruit and retain top STEM talent, especially women and minorities. There was also a new recognition with many leaders that STEM is a new perspective on Diversity and we need more Diversity in STEM.

We will see global diversity in who possesses next generation capabilities (employability skills, digital fluency, and innovation excellence) for tomorrow’s global STEM jobs? This demand side approach (what companies need- the jobs) + new capabilities (employability skills) = STEM 2.0

I have written a lot on this topic HERE, and in partnership with Tata Consultancy Services we put out White Papers: Women in STEM Realizing the Potential.

Mentoring has a key role to play on moving the needle for girls & young women professionally and we need to much more to recruit, onboard and retain diverse STEM talent. Most of the companies at the conference advocated heavily for formal and informal mentoring within their corporations. One challenge in the informal space was an inability to put metrics and outcomes behind it. Remember, you get what you measure. Mentoring increases employee satisfaction and retention. TheBusiness Case for Mentoring by our friends at Chronus shares a lot of good datapoints. For example, note the huge increase in mentor and mentee retention at Sun Microsystems (now owned by Oracle) 2006 case study as well as who got salary increases and promotions

To take a step back…

Mentor 1.0 over the past several decades was:

– How is your home life?
– Let’s discuss thoughts on career life balance
– College and application help
– Let’s work together on your resume
– Let’s go to a movie or shoot some hoops

There is much value in Mentoring 1.0 and the care and support behind it.

The difference is Mentor 2.0 includes a distinct skills-based focus and sponsorship component* ie.:

– Here are the specific skills you will need to make it in the 21st century economy
– Let’s discuss job opportunities in various geographies and what they pay (women in STEM make 92 cents on a dollar for example of what men make vs. other careers that pay 77 cents on a dollar)
– Let’s discuss what type of education and experience you will need to get a good job or advance in your career
– Let’s connect you with opportunity (FIRST robotics competition, Python coding class, Sit down with CEO of a IT firm and create an opportunity to shadow her, Visit a laboratory …)
– Let’s have lunch with the SVP at XYZ company and focus on three things we want to learn about his/her professional path and work.
– Let’s see if we can get you a summer internship ( Did you know according to Gallup only 4.5% of high school students were in Summer internships last year? )
– Have you set up a Linkedin page? Let’s take an online networking class, together
– Let’s discuss two key books for young women over Sushi and blue sparkly pedicures:The Confidence Code and Executive Presence

 

* Put simply, Mentor 2.0 will have a key role in on-boarding and retaining a diverse workforce as we combine skills-based Mentoring and most ideally Sponsorship.

A mentor talks to you, listens and guides you.

A sponsor talks about you. Your sponsor (who respects you highly and knows exactly what your capable of) champions you for opportunity (internships, jobs, promotions, university entrance).

Sylvia Ann Hewlett’s CTI research showed us that men are 46% more likely to have a sponsor. Women in STEM often also share they have male sponsors that truly helped them in their careers and opened doors.

Women will likely feel more comfortable starting as a mentor. Then with a growing good relationship and rapport, move it to a Mentor 2.0 relationship, and then to Sponsorship (or helping find a sponsor through advocacy of your mentee). This Mentor 2.0 strategy will dramatically expedite a diverse STEM workforce with both mentor and mentee high-fiving.

But don’t get all Geico- caddywhompus with concerns. Start with just 2 hours a month, 20 hours a year with your mentee and request your mentee pay-it-forward too.

Julie Kantor is President & CEO of Twomentor, LLC a management consulting firm that builds mentoring cultures & elevates women in STEM. She lives in Bethesda Maryland with her husband, middle school daughter and Havanese puppy, Naomi.

Going Through Big Corporate Changes? Time to Start Mentoring Initiative at Your Company

What happens when the leaders leave (or are replaced)? When the revenues are not resembling hockey stick performance? When a big company gobbles up a smaller company? When there is an 8% layoff of the workforce? People start feeling like their jobs might be on the line. They feel a new leader might not understand their contributions. They might feel someone is trying to steal their lunch. Culture changes. Isolation increases along with Indeed.com searches. Linkedin resumes get brushed up. Mistrust or toxicity coupled with insomnia can seep in. 

I’ve heard it many times in my five years of building mentoring initiatives. “Julie, with all the change, shouldn’t we wait until after things calm down to get started with our mentoring initiative?” a top HR executive asked me.

In running both mentor and mentee training, often the rising-star mentee is looking for someone who can help them navigate the new environment. Someone who will sit down with an iced coffee (or Ben & Jerry’s pint) for a chat, a safe haven to reflect on, ‘How do I best position myself in the midst of change?’ ‘How do I get off to the right start with my new boss?’ ‘How can I be part of the solution, when I am worried about how things are going financially?’

The mentor, often with more experience, might not have all the answers, but likely has experienced more change in their tenure and will have new perspectives to offer up.

The mentor serves as a role model. They care about their mentees goals and objectives and can be instrumental in talking someone ‘off a ledge’ who is nervous. Encourager and challenger, the mentor often will help the mentee understand their role in better ‘owning’ their career trajectory and not being the victim in a who-moved-my-cheese environment that we are seeing more and more.  Change = Today’s Reality.

I was watching Good Morning America a month ago and the words ‘America’s Loneliness Epidemic’ crawled across the bottom of the screen. Curious, I Googled the UCLA research and it was eye-opening. Almost 1:2 Americans (20,000 in the study) stated that they sometimes or always feel alone, lonely or left out. Particularly hard hit are our youngest generations. How does that manifest in a workplace which is often a key pillar in our lives and psychological/financial stability? Read more HERE on the study’s findings.

In building a pilot-to-sustainable and scalable mentoring initiative, we create an opportunity for our workforce to not isolate. A world where people are recognized for helping-each-other. We engineer and hold the space for people to connect with morale-boosting support from the top. Employees have the learning conversations with structure in place.

When I ask hundreds of mentors in trainings what do people most come to them for advice on, the response is usually:

1] To help them advance their career,

2] To learn how to network better,

3] To be better at people management, leadership and

4] To help them prioritize

With the fast-paced corporate growth and more predictable flux ahead, do you want to wait for another season or reason to show your people you are a stand for them as they take a stand for each other?

Julie Kantor is CEO of Twomentor, LLC a high impact company that provides mentor strategy, training and execution for large companies and organizations. She can be reached at julie@twomentor.com