Mentoring virtually.
Mentoring is a hands-on form of career development that can help boost internal mobility. Effectively using mentoring as a career growth tool can also help provide a supportive sense of community and connection at work. When that's not there, there's a higher risk of burnout. So, I touched base with three leaders spearheading successful mentoring programs to help you increase your team's career satisfaction and effectiveness. Here are three ways to make mentoring a fruitful tool.
1. Use creative methods and questions.
According to the Association for Talent Development (ATD), forms of mentoring include: One-on-One Mentoring, Group Mentoring, Peer Mentoring and non-traditional mentoring forms like reverse mentoring (junior employee mentors a more senior professional) and speed mentoring.
Pamela Mattsson, SVP of People and Organizational Development at Outreach, a sales execution platform valued at over $4B with 1,200+ employees, says,
"While some parts of the business have more traditional 1:1 mentorship programs specific to their verticals and areas of focus (i.e., customer success and Go To Market teams), Speed Mentoring has been the form most widely adopted cross-functionally at Outreach. Participants meet with a limited number of mentors and then rotate to a new partner or group with a new set of conversation prompts. These conversations occur virtually on a monthly basis and include reverse mentoring as individuals are randomly paired." Pamela then shared some sample questions, which have been highly effective based on feedback and milestones.
Sample speed-mentoring questions:
- What is one characteristic that you believe every leader should possess?
- What is one mistake you witness leaders making more frequently than others?
- What is the one behavior or trait that you have seen derail more leaders' careers?
- What has been your most rewarding accomplishment?
- If you could do it all again, what would you do differently?
- How and where do you find inspiration?
- What's the best advice you can give to help plan a career rather than simply work to keep a job?
2. Expand virtually.
Nearly three-quarters (71%) of organizations are relying on remote coaching and mentoring in some shape or form due to the pandemic.
Tiffany Douglas, Global Women's Initiative and Under-represented Talent Strategy Executive at Bank of America, says, "We're also always thinking about ways to expand virtually, especially in today's world. For example, in light of the pandemic, we redesigned our Women's Executive Development Program into a seven-month virtual experience so that women across the country could be better equipped with the skills they need to navigate their career goals. The Women's Executive Development Program works in conjunction with faculty at Columbia Business School to engage, develop, retain and support the career advancement of high-potential talent. The program includes assessments, virtual development sessions, leadership coaching and local market engagement opportunities."
3. Make a valuable match.
Angela Hughes, EMEA HR and People Leadership Director at Insight says their mentoring programs have positively affected company culture and individual employees. Insight won Best Workplace in 2021 for Europe by Great Place to Work and Best Workplace for Wellbeing UK in 2022 by Great Place to Work.
To ensure mentees get paired with the best possible mentor, Angela says, "We use an advanced PI profiling for matching mentors to mentees – looking at the best fit in terms of learning styles, matching and contrasting behaviors and ability to support in areas of specialisms. We also ensure these mentor agreements are formalized in writing right at the beginning, outlining expectations, needs and commitments."
Tiffany adds, "it can also be challenging to make space for mentorship in our day-to-day – both for the mentor and mentee, so it's important to be very intentional about cultivating and building in time." Also, don't "put too much pressure on any one relationship. Some of these relationships will remain over time and, just as organically, others move on – there's still value in any relationship that helps us learn more about ourselves along our career journeys," says Tiffany.
Whether you want to provide guidance to help others realize their potential, prepare talent to fill future critical roles or help create a more equitable workforce, don't overlook the power of mentoring programs.
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