Contents:
Introduction and history: 0:00 Mentoring's role in professional growth 9:45 Benefits of mentoring 22:50 How to start a mentoring program 41:55 Phases of mentorship relationships 1:02:50 Mentoring best practices 1:05:15 When mentoring fails 1:16: 37
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Eighty-four percent of Fortune 500 companies have formal mentoring programs in place. All companies within the Fortune 50 have formal mentoring programs. And a recent LinkedIn Workplace Learning Report ranked mentoring as the top learning and development tool for career development. Clearly, the value of mentoring has become very well understood.
It's expected that an organization's senior managers will mentor their more junior colleagues. If we assume that we are all works in progress, even our senior leadership would benefit from mentoring, but it seldom happens in practice for two reasons: First, there is a few people of higher rank within the company to mentor a leader. Second, it's difficult for senior people to make themselves vulnerable with a colleague, a necessary condition for professional growth. Here are five alternatives to traditional internal mentoring for executives:
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