Mentoring Draft 6 For Review With Commi
What it workplace mentoring?
Workplace mentoring is a learning partnership between employees for purposes of sharing technical information, institutional knowledge and insight with respect to a particular occupation, profession, organization or endeavor. Mentoring is perhaps best described as a developmental process - dynamic and unique to each person. Informal mentoring relationships may develop in the work setting when a more seasoned employee takes a new employee “under his/her wing.” Formal mentoring programs allow organizations to create and nurture those relationships by matching more experienced employees (mentors) with less experienced employees (mentees) to meet specific agency objectives while helping those individuals in the mentoring relationship to identify and develop their own talents.
What can organizations achieve through a formal mentoring program?
Deliberate, systematic knowledge transfer
Methods of providing job specific knowledge and insight for those positions requiring experience, judgment, discretion and “soft skills” in order to be effective
Means to create and reinforce a positive organizational culture
Opportunities to shape the workforce of the future in an intentional, deliberate way to meet the agency’s strategic goals and objectives
Structured learning for employees assuming new or expanded responsibilities
Identification of talent and development of organizational leadership
Benefits to Mentees:
Personal and professional growth
Acquisition of new technical, interpersonal and/or leadership skills
One-on-one opportunities to know and understand the agency from the inside out
Expanded relationships within a profession and/or an agency
Opportunity to mentor other employees in the future
Benefits to Mentors:
Opportunities for mentors to hone their own coaching, counseling and leadership skills
Development of new professional and organizational contacts
Exposure to new ideas, technologies and perspectives through their
Workplace mentoring is a learning partnership between employees for purposes of sharing technical information, institutional knowledge and insight with respect to a particular occupation, profession, organization or endeavor. Mentoring is perhaps best described as a developmental process - dynamic and unique to each person. Informal mentoring relationships may develop in the work setting when a more seasoned employee takes a new employee “under his/her wing.” Formal mentoring programs allow organizations to create and nurture those relationships by matching more experienced employees (mentors) with less experienced employees (mentees) to meet specific agency objectives while helping those individuals in the mentoring relationship to identify and develop their own talents.
What can organizations achieve through a formal mentoring program?
Deliberate, systematic knowledge transfer
Methods of providing job specific knowledge and insight for those positions requiring experience, judgment, discretion and “soft skills” in order to be effective
Means to create and reinforce a positive organizational culture
Opportunities to shape the workforce of the future in an intentional, deliberate way to meet the agency’s strategic goals and objectives
Structured learning for employees assuming new or expanded responsibilities
Identification of talent and development of organizational leadership
Benefits to Mentees:
Personal and professional growth
Acquisition of new technical, interpersonal and/or leadership skills
One-on-one opportunities to know and understand the agency from the inside out
Expanded relationships within a profession and/or an agency
Opportunity to mentor other employees in the future
Benefits to Mentors:
Opportunities for mentors to hone their own coaching, counseling and leadership skills
Development of new professional and organizational contacts
Exposure to new ideas, technologies and perspectives through their