Everyone Needs a Mentor: Fostering Talent in Your Organisation
Annotation Mentoring is the most cost efficient and sustainable method of fostering and developing talent within your organisation. Talented employees can be stretched to perform even better by exposure to high performing colleagues. Experience can be passed on more effectively one-to-one. Employees from groups that are under-represented in the organisation can be supported and developed by talking to others who have overcome similar barriers. This book shows you what mentoring is and how it differs from coaching. It shows you how to make the business case for mentoring and then how set up, run and maintain your mentoring program. Everything from selecting and matching mentors with mentees to how you measure the results. In short: mentoring works. This book tells you how.
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Models and methods of mentoring
How formal should the mentoring programme be?
What makes an effective mentor an effective mentee?
Matching mentors and mentees
Beginning the mentoring relationship
Standards for mentoring programmes
Phases of the mentoring relationship
Problems of mentoring programmes and relationships
Other editions - View all
achieve aimed Allied Irish Banks approach assessment Balanced scorecard become behaviours benefits cent challenge Clutterbuck coaching commitment communication competence confidence context culture David Megginson developmental mentoring dialogue discuss districts of Norway e-mail e-mentoring effective mentor employees encourage ensure establish example expectations experience explore face-to-face feedback formal mentoring GlaxoSmithKline goals graduate mentoring help the mentee high-flyer important improved informal mentoring initial insight involved issues junior learner learning line manager measurement meet mentee's mentor and mentee mentor helps mentor needs mentoring pairs mentoring programme mentoring relationship mentoring schemes networks objectives opportunity organisation outcomes participants parties peer mentoring performance appraisal person perspective positive practice problems Procter & Gamble professional programme co-ordinator promotion rapport recognise recruits responsibilities reverse mentoring role model scheme co-ordinator senior managers skills someone sounding-board specific sponsoring mentoring style successful thinking top management understanding women young