We are here to help: Virginia Galt’s Globe and Mail story from January 14, 2017. The hardest thing for Shawn Mintz when he was first promoted to management was “letting go” of his front-line functions and moving into a more strategic leadership role.
Virginia Galt’s Globe and Mail story from January 14, 2017. The hardest thing for Shawn Mintz when he was first promoted to management was “letting go” of his front-line functions and moving into a more strategic leadership role.
Mentoring programs are most effective when they’re intentional. Yet many organizations still treat mentoring with learning as an afterthought. They pair people up and hope magic happens. Professional development requires more than periodic coffee chats. You need structured mentoring activities and discussion forums where peers exchange knowledge. Courses that reinforce
Struggling to find time for live scheduling in mentorship when your calendar is already packed? You’re not alone. Here’s the thing: 51% of highly successful mentors meet with their mentees at least once a week. Organizations excelling at mentor scheduling see higher employee engagement and accelerated skill development. Yet on-site
Your skill-based mentor matching strategy might be undermining your whole mentorship program. Job titles and seniority levels don’t reflect capabilities, yet many organizations still use them as main matching criteria. Skills-based mentoring is the quickest way to involve employees in taking ownership of their development. Competency-based mentorship matching changes this.
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