Regneration

Many companies are now looking to the future by building and renewing infrastructure and human resources. In Australia, 2010 brought a resurgence of hiring apprentices, trainees and graduates. It’s obvious that if organisations don’t recruit well and develop the capability of their people, they’ll be caught in a skills shortage and brain drain as their older workers move on. Mentoring helps support and retain new starters and assists mentors to acquire the skills to develop others and pass on vital knowledge.

Changes occur as the composition of the workforce alters. Mature workers look for new roles and organisations use mentoring to help them recognise and develop new skills and abilities More and more, we are seeing talented people, in all sorts of jobs, able to move and grow within organisations instead of being lost to them. As well, there is a whole generation of seniors, in age and experience, who are getting ready to move into a new phase of our lives. It is critical to organisations and to people, that hard-earned knowledge gained from experience is passed on.

Mentoring is like giving people a map. They get perspective on where they are, where they want to be and ways to get there. It enables people, no matter what stage of their career, to set and achieve goals. It allows them to plan ways to really enjoy their life and work, use the skills and talents they have and have the success they want. Workplace mentoring empowers people and builds organisational capability. Broadly speaking, there are three key benefits of mentoring:

1. The development and growth of the individuals involved, in terms of career and personal wellbeing;
2. Knowledge management. Tapping into tacit information. Releasing hidden wisdom; and
3. New perspective. By seeing more than one point of view, people increase the intelligence they bring to any situation. 

Mentoring works but not without direction, commitment and support from those involved and indeed, those not directly involved. Mentoring requires the time and effort of participants. It also needs the encouragement and support of managers who are forward thinking, able to see the big picture and recognise the strategic value of mentoring. The strategy requires resources, recognition, clear direction and serious commitment from the top. Most of all, mentoring needs proper planning from the start. That is how mentoring works.