You want to help your team grow. How can you find the best mentoring resources?

Mentoring is a valuable way to foster growth & development within a team. Choosing the right tools & resources is critical to create a thriving mentoring experience for your team. To find the best mentoring resources for your team: 1. Identify team needs 2. Look internally for expertise 3. Utilize external networks & communities. 4. Explore mentoring programs 5. Recommend books, courses, & online resources. 6. Seek feedback & reviews. 7. Continuously evaluate & adjust Well-structured mentoring program can lead to increased employee engagement, skill-building, and higher retention rates.

One must foster a growth-oriented culture by establishing clear goals, providing constructive feedback, and encouraging continuous learning and supporting in bridging the gaps. Valuable mentoring implies insightful understanding of individual strengths and weaknesses, extending guidance, and promoting autonomy. Consistent communication, recognition of achievements in terms of reward and awards and constructing an understanding environment can enhance team morale and drive optimum output.

Before prescribing solutions for talent development, it is necessary to understand each individual's needs and motivations. Instead of providing general mentorship, engage in frank talks to uncover unique goals and gaps that are holding people back. Then, carefully facilitate connections with others who have been there. Allow your team to set the parameters of interaction based on trust and common purpose. Provide supplemental resources, such as books or classes. Focus less on prescribing rigorous programmes and more on fostering the human connections that boost us all. This manner, we organically increase our collective wisdom.

Before you can even begin identifying the best mentoring resources to help your team grow, you need to understand their individual needs. You may gain this knowledge by having your team complete a survey or engaging in conversation with them during a one-on-one meeting.

Discovering mentoring resources is essential for team growth. Identify skill gaps, tap into internal resources like senior team members, promote external networking through industry events, and utilize professional mentoring organizations. Consider mentoring software and apps for streamlined mentorship and collaborate with other companies in your industry. Create a mentorship culture with clear objectives and regular evaluations. Share success stories to inspire your team. Unlock their potential and watch them flourish.

In my view effective mentoring programs require buy-in & active participation from team members. When managers nominate their team for mentoring without prior discussion, it can leave the team feeling uncertain or even resistant to the process. Thus open conversations are essential before implementing a mentoring program. Few key steps are: * Managers should 1st understand their individual needs & aspirations and their current potential * discuss the benefits of mentoring & emphasizing how it can contribute to their professional growth & career advancement. * Define the purpose of the program If the manager believes they are right one to be mentor can proceed or direct them to another mentor would better serve the purpose.

Consider adding an internal mentor tree. Each one, teach one. Mentors grow too from the opportunity to help others. For people who want to start a business, Score.org is a great FREE resource provided by the Small Business Administration

Sometimes the best mentoring resources are already in living inside your organization. For example, if you have an individual on your team who is struggling with X skill or X process, you may point them to a subject matter expert (SME) within your organization. Identifying and using SMEs within your organization as mentoring resources is a great way to provide resources to your team and encourage collaboration.

This may sound cliche, but don't "reinvent the wheel!" Always start with what staffing, knowledge, materials, and resources are available from within your organization, because that is a great way to: (1) know the framework within which you can work; (2) understand the viewpoint(s) of the organization, and (3) better glean from existing assets what is possible and sustainable for your team. As an added benefit, you'll likely learn about "lessons learned" from other teams in the organization---and what worked and didn't---through this exercise. Then, after finding all you can from "within," you'll be able to build out relevant and appropriate options from "outside"---and in!

Personal growth is just that… deeply personal! People are much, much more than mere logic machines. So, understanding a person’s deepest/highest aspirations and purpose is crucial. A mentor’s responsibility is to empower and encourage the person to attain those aspirations & purpose. Therefore, mentoring is far more substantive than checklists, goal setting and structure. It is all about acceptance and trust on both sides.

Build a training programme that is impactful and simple, that upskills both mentors and mentees. This is a critical step to ensure expectations are set, mentors have the skills needed and mentees understand what their role is in the relationship. Running this training will enable you to assess the quality, interest and commitment of your Mentors.

I developed a mentor/mentee program which required applications to be submitted by both mentors and mentees. The app dove into detail about teaching/learning styles, level of knowledge for a skill, etc. The program included a time line, level set expectations, and for each skill an assessment had to be completed which both the mentor and mentee have to sign off on to confirm knowledge and understanding is complete.

Before checking the quality, what works for the team needs to be identified. Just giving the links to resources might not always be sufficient as in person mentoring might be needed. In that case, it is also important to see the suitability and availability of the mentors. Once the right kind of mentors are identified, it needs to be checked if they are willing to and if they have the bandwidth to mentor your team.

Check in with regular catch ups to see how they are getting on. It’s a great time to find out how you can further support them too.

alguns exemplos de recursos de mentoria que atendam aos critérios mencionados, e quais são as vantagens e desvantagens de cada um. Isso poderia ajudar o leitor a ter uma visão mais concreta e comparativa das opções de mentoria disponíveis.

Uma equipe de alta performance é uma equipe que possui uma relação de confiança plena em cada um dos seus membros. Essa confiança é conquistada ao longo de muitas experiências vividas pelo time. Experiencias essas que podem ser feitas de momentos bom ou ruins. Destaco especificamente os ruins pois neles que a confiança é aflorada, como exemplo: - erros são usados para alavancar o aprendizado. - feedbacks francos e sinceros baseados em melhoria contínua - apoio de todos em solucionar o problema e não encontrar um culpado Confiança em uma equipe é fundamental para se criar um ambiente construtivo, positivo e de colaboração alavancando todos para a alta performance.

Para apoyar al equipo es necesario conocerlo, para eso hay que escuchar sus necesidades y también entender sus fortalezas. Para que el equipo pueda expresarse de manera plena, es necesario forjar confianza. El líder tiene que ser consecuente con lo que hace y lo que dice. Brindar apertura y no ser castrador, ni castigador. Establecer acuerdos sobre lo que se espera de la mentoría y no fallar en cuanto a lo que podría tenerse como expectativa, ayuda a que la confianza fluya y sobretodo se genere credibilidad entorno al apoyo a otorgar de manera genuina. Sé que podrás generar la confianza en tu equipo para que gocen de cohesión y alcancen los objetivos en bloque. Uno para todos, Todos para uno!

Incorporating high-quality mentorship resources into your employees' regular work schedules is critical, which was the case when I participated in the "Emerging Leaders Program" at the National Institutes of Health. This method ensures maximum active participation, but we involved supervisors to avoid detracting from primary responsibilities. Connecting these mentorship activities with performance evaluations and creating pathways for career advancement or broadening opportunities post-mentorship is also critical. This approach maintains team engagement and focuses on both individual and collective goals. In short, effective mentorship is a key driver of growth for individuals and the team, steering them toward shared achievements.

So without reading the possible AI recommendations whatsoever, my gut tells me the best way to support your team regarding mentoring support is to know them inside out. Consultative and collaborative, what they would like to gain from the experience. Go in with a humble inquiry and talk extensively face to face. Always a great place to begin the journey. Together via your coaching ability as a leader, you may find the individual way forward for each member of the team. There is no short cut off the shelf method that will suit all 🌻🌈

The best way to support them is to have a listening ear and an appreciative attitude. Constant appreciation of their work and encouragement need to be given. If there are any issues or concerns, they need to be addressed immediately

Another great option is exploring Peer Groups like TEC Canada/Vistage International. Yes, I am biased, being a Master Chair with them. These groups bring together individuals aspiring to enhance both their skills and perspectives. A designated Chair facilitates a harmonious blend of Coaching, Mentoring, Training, and peer dialogues, fostering personal and professional growth. This unique approach ensures a sacred space for open, transparent, and vulnerable discussions, delving deep into genuine development opportunities, dismantling limiting beliefs, and unlocking untapped potential and possibilities.

We had pockets across our organization mentoring, yet, no insight into the who,focus areas and key outcomes. We saw an opportunity to formalize mentor programs to give all team members opportunities to learn and grow. We started exploring a digital platform to support our global workforce and selected @MentorcliQ which have been great partners for the past two years! We have strong engagement, data analytics and many success stories. I personally was connected in the platform with an engineer in our Madrid office due to his career aspirations. It was so impactful to me to learn more about our international operations and help a colleague reflect and craft his value proposition that helped him land his next role.

Sometimes, to let the members of team know the strengths and weaknesses of each other, you may have to separate each of them. Force them to work in the silos. After a while, the challenges and problems faced by thr individuals should be discussed openly with team members, allowing to extend the support required to over there the challenges.

One of the option can be Establishing an enviroment or culture where sharing knowledge feels as natural as a cozy campfire conversations.

Mentoring resources can be found and developed internally, and that requires a certain amount of effort. Alternatively you can use external Mentors to come and deliver a programme for you. A great resource is EMCC that can link you to both individual Mentors and companies that provide Mentoring programmes.