Mentoring And Global Trends In The Workplace

Mentoring And Global Trends In The Workplace

I follow these reports with great interest as they outline what some of the key trends that organizations are facing on a global stage. Some of the trends never seem to go away – leadership being one of them. I have commented on these reports from the aspect of how mentoring can play a role in addressing some of the challenges.

Also read: Mentoring in the Digital Age

One of the trends that I am quite excited about is the aspect of “A workplace for me” which is the personalization of the employee experience. We have talked about this in the past and if truth be known that is all that we have done as organizations is to talk about it. It has now become one of the trends that organizations must address.

In the Mercer study 61% of the people interviewed stated that health was their top concern. Stress played a major role in the health of the people interviewed with only 19% predicting a reduction in stress in their workplace over the next couple of years.

Mentoring can play a role in helping employees deal with the challenge of a stressful workplace. Providing employees with the tools they need to manage stress in its early stages through the mentoring process is imperative.

In the Mercer report competition for talent is expected to continue to increase. Of the C-Suite that were interviewed 43% see the competition as significant in comparison to 34% of HR respondents. Strategies being planned include:

1) Attracting top talent externally

2) Developing leaders for succession

3) Identifying high potentials

4) Building skills across the workforce

5) Supporting employees’ career growth

6) Increasing employee engagement

Also read: E-Mentoring – What Does It Mean And How Does It Lead To Engagement?

Each of these strategies can have a mentoring component to them. For example the ability to attract top talent externally can be assisted by having a mentoring program in your organization. I have seen where a mentoring culture or program was the primary reason that a person applied on a position in an organization. Leadership development must always have mentoring as a component of the program. It is a way for the potential leader to reflect and receive guidance through the Socratic Method of asking questions versus telling.

The identification of high potentials can certainly be enhanced via the mentoring process as a clearer picture evolves through the mentor/mentee relationship. Mentoring can assist with the building of skills no matter what organization you are in. An employees’ career growth is part of the professional growth that we speak so often of as part of the mentoring process. Finally the aspect of employee engagement can and will be enhanced through the use of mentoring.

“The Gift of Mentoring” can play an integral role in assisting organizations as they address the challenges that these trends bring to the work place. If you are unsure now is the time to ask the questions and begin your journey as you embrace the power of mentoring!

 

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References:

  1. https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2017/improving-the-employee-experience-culture-engagement.html?id=gx:2el:3dc:dup3820:awa:cons:hct17
  2. https://www.mercer.com/our-thinking/career/global-talent-hr-trends.html

 

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2018-03-01T14:18:57+00:00 By |Talent Management|

About the Author:

Doug Lawrence
Doug Lawrence is the founder of  TalentC®, a Human Resources solution provider focused on effective mentoring. Doug is an International Certified Mentor Practitioner (ICMP) and an International Certified Mentor Facilitator (ICMF). He has over 30 years of mentoring and leadership experience.

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