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Establishing the Mentor-Mentee Relationship is Crucial for Organizations

One of the important relationships that define an organization’s destiny is the one between the mentor and mentee. When handled properly, it is a highly effective means of delegating, increasing productivity, raising the organization’s profile, and for accomplishing a number of business goals.

The way an organization charts its mentor-mentee relationship is largely subjective and individual. It is difficult to lay down strict rules for this kind of relationship. Yet, if there is no clarity on how the organization creates and nurtures its mentor-mentee relationship, it could end up making this an exercise in futility, leading to no tangible results. No benefits will be derived by the organization if this mentor-mentee relationship is undefined and unclear.

The actual method of putting a mentor-mentee relationship rests with the organization based on its own dynamics consisting of its business, culture and outlook. It is specific and unique to each organization. The identification of this factor lies at the root of a successful mentor-mentee relationship.

Organizations have to first understand the need for putting a mentor-mentee relationship in place. They need to understand the factors that facilitate a successful mentor-mentee relationship program. Organizations that identify and plan to develop and adapt an effective and painless succession transition should realize the indispensability of putting a proper mentor-mentee relationship in place.

Despite the uniqueness attached to each organization; there are a few general principles on which the mentor-mentee relationship should be built:

  • Trust is the foundation of the mentor-mentee relationship. The recognition and appreciation of each’s roles and responsibilities should be the cornerstone of a positive mentor-mentee relationship
  • While the mentor guides, the mentee should drive the relationship
  • There should be thorough sync between the mentor and mentee when it comes to the perception of business goals and strategy
  • The mentor-mentee relationship should be characterized by honest and open communication between each other.

Putting an effective mentor-mentee relationship program in place

A webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry, will explain how can organizations can be effective in adapting and implementing a successful mentor-mentee relationship. At this webinar, Megan Little, who works as a Senior Consultant at Integral Talent Systems Inc., will be the speaker. To enroll for this learning session and gain the benefit of a mentor-mentee relationship program, register for this webinar by visiting TrainHR 

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Imparting the insights for developing a good mentor-mentee relationship program

The speaker at this session will offer insights that will help participants understand the tools and tips necessary for:

  • Establishing the business case for mentorship programs
  • Mentor matching
  • The role of the mentor
  • The role of the mentee, and
  • How to establish a lasting and effective relationship.

She will cover the following areas at this session on mentor-mentee relationship:

  • The Business Case for Mentorship
  • Role Clarification
  • Defining Mentoring
  • Identifying Role of a Mentor vs. Manager for Development at Eisenmann
  • Mentor Matching
  • Deciding how Mentors should get assigned (or if they should)
  • Identifying who should become mentors and why
  • Tools and Tips for:
  • Mentorship conversations
  • Maintaining the relationship

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