In the first part of this article you learned about the first four hallmarks of a mentoring culture. Here are four more hallmarks of a mentoring culture.
- Demand. Demand for mentoring has a multiplier effect. When it is present, there is a mentoring buzz, increased interest in mentoring, and self-perpetuating participation. Employees seek mentoring as a way to strengthen and develop themselves and look for mentoring opportunities.
Mentors become mentees and mentees become mentors. Employees engage in multiple mentoring relationships, often simultaneously. Demand spurs reflective conversation and dialogue about mentoring adding to its value and visibility. - Multiple Mentoring Opportunities. In a mentoring culture, there is no single approach, type or option for mentoring. Although some mentoring activity goes on in nearly every organization, most need to work at creating a culture that concurrently advances and supports multiple types of opportunities. For example, many organizations couple group mentoring with one-on-one mentoring; the learning from one reinforces the other.
- Education and Training. Continuing mentoring education and training opportunities are strategically integrated into the organization’s overall training and development agenda. Existing training platforms support mentoring and vice versa. Opportunities for “next step” and renewal education and advanced skill training are available for “veteran” mentors. Networking and support groups meet regularly to exchange best practices and promote peer learning.
- Safety Nets. Mentoring cultures establish safety nets to overcome or avoid potential stumbling blocks and roadblocks with minimum repercussion and risk. Safety nets provide just in time support that enables mentoring to move forward coherently. Organizations that proactively anticipate challenges are more likely to establish resilient and responsive mentoring safety nets than those that do not.
A mentoring culture is a vivid expression of an organization's vitality. Its presence enables an organization to augment learning, maximize time and effort, and better utilize its resources. The relationship skills learned through mentoring benefit relationships throughout the organization; as these relationships deepen, people feel more connected to the organization. Ultimately, the learning that results creates value for the entire organization.
Read on to learn the first four hallmarks of a mentoring culture.
