Business Mentoring Matters

Problem Employees—Is Mentoring the Answer?

Posted on Tue, Oct, 06, 2015

You want to see everyone in your organization succeed and thrive, but you're also a realist. You know not every employee is going to work out.

At the same time, you want to offer problem employees as much support and help as possible. You're considering mentoring, which raises the question: can mentoring alone save problem employees?

The short answer: maybe.

Here's what to keep in mind as you make your evaluation:

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Mentoring Activities: How to Wrap Up Your Meetings

Posted on Tue, Sep, 22, 2015

Tags: Best Practices in Mentoring

You've had a productive mentoring session, and you're excited about the possibilities. You're approaching the end of your one hour (or 1.5 hours), and you want to make sure both you and your partner are on the same page regarding next steps. Of course, this leads to some important questions…

  • Who is responsible for creating a list of next steps—the mentor, the mentoree, or a combination?
  • Should you create a tentative agenda for the next meeting, or should the mentoree be responsible for formulating an agenda right before the next meeting?
  • What if the mentoree has questions in between sessions?
  • How will you measure progress?


We recommend the following mentoring activities as you near the end of each session.

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HR Trends: Should You Streamline Your Mentoring Program?

Posted on Tue, Sep, 15, 2015

Tags: Mentoring Software

One of the biggest HR trends we've seen over the last decade is the trend towards streamlining manual processes. It makes sense, of course, since HR people tend to be extremely efficient.

That said, HR pros are sometimes surprised when we tell them it is possible (and preferable) to streamline the organization's mentoring program, especially the creation/development phase.

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3 excuses companies use to justify skipping mentoring training

Posted on Tue, Sep, 08, 2015

Tags: mentoring training

mentoring trainingIt would seem common sense that companies should train both mentors and mentorees in understanding the dynamics of a mentoring relationship.  Unfortunately, this is not always the case for a variety of reasons.  Here are a few:

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Mentoring Training for both Mentors and Mentorees

Posted on Tue, Sep, 01, 2015

Tags: mentoring training

mentoring_trainingIn the spirit of back to school season, we are dedicating our blog in these upcoming posts to education— namely, mentoring training.

In my 25+ years designing and implementing corporate mentoring programs, one thing has remained constant: the programs that succeed are the ones set their mentoring programs up for success by educating and training their mentors, mentorees, and program managers.

Aren't all mentoring programs set up for success?

Unfortunately, no. That's not to say these programs don't have good intentions. I suspect just about every organization that takes the time to set up some sort of mentoring program, even an informal one, has good intentions. 

So what makes the difference? How can you ensure your corporate mentoring program succeeds?

Programs that include a training element tend to be the ones that succeed.

Why does my program need a training component?

Good question. After all, mentoring isn't a foreign concept. Most of us probably get what it is, at least at a top level. But how many of us know how to mentor or be mentored when we enter a mentoring program for the first time? Based on my experience, I can promise you this: not many.

What topics should mentoring training cover?

Mentoring training should introduce and educate mentoring program participants on topics such as:

  • Crucial mentoring skills and key concepts of the corporate mentoring program
  • Creating the relationship
  • Building on the relationship
  • Achieving mastery/confidence
  • Communicating within the mentoring relationship
    • active listening
    • common barriers to listening 
    • specific listening techniques
    • giving feedback
    • receiving feedback 
  • Diversity and Mentoring
    • stereotypes
    • unique aspects of diversity mentoring

So whether it's back to school, starting a new mentoring program, or re-enegizing your existing mentoring program, remember that education and training is important! 


corporate mentoring training   

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Talent Retention: 1 in 3 gone in the first year!

Posted on Mon, Aug, 24, 2015

Tags: Talent Retention

1_in_3_gone_in_the_first_yearDeloitte Research data states that 1 in 3 new hires leave a company within the first year of employment. That number represents a large loss of productive and increased turnover costs. Some turnover in the first year is expected—as both the company and the employee explore whether this is the "right fit" for either of them. But if the right fit is there, companies can improve their talent retention rate significantly by paying attention to the needs of the new employee. And mentoring can help.

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Does it always need to be coaching vs mentoring?

Posted on Thu, Aug, 20, 2015

Tags: Mentoring vs. Coaching

We talk a lot about coaching and mentoring. Typically we discuss the differences between coaching and mentoring, because in a business setting, there are major differences. But today, I'd like to discuss when coaching and mentoring work together.

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Do you know the 5 types of business mentoring models?

Posted on Mon, Aug, 17, 2015

Tags: business mentoring models

business_mentoring_modelsOne of the advantages of mentoring is that it can be adapted to any organization’s culture and resources. There are several business mentoring models to choose from when developing a mentoring program. The following are the 5 types of business mentoring models:

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Talent Management Magazine Interviews Rene Petrin

Posted on Fri, Jul, 24, 2015

We're thrilled to share an interview that Talent Management magazine conducted via Skype with our president and founder, Rene Petrin

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Psychology That Underlies My Approach To Mentoring

Posted on Tue, Jul, 07, 2015

Recently I facilitated a meeting to design a mentoring program. During the meeting, someone asked the question:

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