Developing a Mentoring Organisation

Mentoring and coaching are very similar in their approach and in the skills required.

Perhaps the major difference is that a coach does not need to have experience of the industry or market your organisation serves.  Indeed, in some cases, it is a positive advantage not to have experience within that particular field, because then there is less danger the coach will come with subconscious, pre-conceived ideas.  Creativity of thought is almost always one of the characteristic strengths of a coaching process.

However, sometimes, your organization may want to tap into the talent, skills and knowledge of existing staff, in order to benefit newer, or less experienced people.

There can be many reasons for wanting to develop a mentoring culture

• Retaining more high quality, ambitious people.
• Providing natural opportunities for positive career advice and guidance.
• Developing talent by real succession planning, and filling posts from within.
• Demonstrating the commitment of senior management to investing in and developing people.
• Providing opportunity for development for the mentors.
• Alerting mentors to issues within the organization that need attention - things that they might not otherwise have known about.

But how do you go about doing this?

What skills do your prospective mentors need to have?

How can you develop a programme which fits the culture of your organisation?

With experience supporting the development a mentoring programme and mentoring skills within the NHS and with senior management in a university, we can help you develop a mentoring culture which will support and enhance the development of your people on an ongoing basis.

Tell us what you want and where you are right now, and we'll tailor a programme to support you in your goal to strengthen the internal development of your most precious asset - your people.