Three Perspectives to Consider
Nathan Huntsinger, Senior Director for Workforce Innovation Strategies, People Strategies – Global Team
For any organization that is focused on transforming their organizational culture through staff development initiatives, mentoring is a way to strategically invest in staff in a way that fosters learning, growth, organizational engagement and a healthier, more engaged workforce. As HR in SIL looks towards the future and the number of staff who will be retiring and leaving the organization in the coming years, we realize that there is a danger that we will lose decades of experience and knowledge without providing the opportunities our staff need to pass on that knowledge.
Mentoring is a great tool to facilitate the needed transfer of knowledge.
It is key that we equip and encourage our experienced staff members to share their expertise with our new or less experienced staff. Mentoring also provides opportunities for professional and specific skill development which in turn can lead to a more engaged staff and higher retention levels. Mentoring also plays a key role in succession planning by identifying and equipping our staff to take on key responsibilities in the future.
Elvire Ngnoulaye, Leadership Development Co-Director in the Learning and Development Team (Workforce Innovations Strategies, People Strategies – Global Team) Organisational Development Team Member (Localisation/Organisational Development Initiative)
A sentence like “mentoring provides microlearning opportunities for busy staff in an effective way” resonates well with me. More than long demanding academic programs, microlearning allows mentees to be supported and equipped in their areas of development. This is due to the small doses of targeted and practical content, which naturally leads to a high absorption rate. This mentoring strategy is possible and fulfilling even with very busy schedules.
I have precious memories of these types of sessions with my mentor. Our conversations focused on “small topics”. They varied in length, met different needs, but they always brought encouragement and a desire to improve. Despite our busy schedules, we could still meet thanks to the fact that learning content and learning time could be divided up in little chunks.
This gave me increasing confidence in what to learn and how to learn it.
Trying to replicate this strategy with others has been rewarding. I recently met with a younger colleague. As we chatted she said, “When I listen to you, hope and enthusiasm emerge … I feel I can learn from you, but I can’t do onerous learning. Would you be available for short targeted talks with me?” To which I enthusiastically responded, “Yes, of course!”
Stacey Wyse, Director for Coaching and Mentoring, SIL Global HR
Mentoring staff within your team and across teams is pivotal for fostering growth, enhancing performance, and cultivating a supportive work environment. By pairing experienced team members with those who are less experienced, mentors can share knowledge, provide feedback, and offer guidance that fits the individual needs connecting to the organizational goals.
This personalized approach accelerates skill development, boosts confidence, and promotes professional advancement.
Additionally, mentoring encourages collaboration, and communication among team members, fostering a sense of belonging and shared purpose. Through mentorship, staff members not only expand their capabilities but also deepen their commitment to team success, ultimately driving higher levels of productivity and satisfaction within the organization.
Reflection Question
Are there any benefits (or mentoring techniques) that you have experienced in staff development that are not mentioned above?
Share your ideas and insights below by clicking on “Comment”.
Graphic by sorembadesignz
Partial graphic by Leremy Gan Khoon Lay
Image by frankpeters from Getty Images