Ensuring proper bottoms-up and top-down support is essential to any mentoring program. Learn from Ellen Ensher how to avoid the trap of the HR “superhero," how to leverage your champion(s), and building accountability by clarifying goals, roles, and results.
- I started my career in HR, so I am so empathetic…to what I like to call the HR superhero syndrome.…Most HR people are in the profession to help people,…so designing a mentoring program…is often an inside HR job.…Most HR people I know often pull out miracles…with limited resources.…Designing a mentoring program can help people…and be an exciting opportunity,…and it can be a disaster…if the proper organizational support is not in place.…
I'm gonna share some tips with you…to ensure organizational support.…I'm going to start by walking you through…an actual phone call I received from an HR superhero.…A few months ago, an HR professional at,…let's say a famous law firm, called me…about creating a formal mentoring program.…This firm receives literally thousands of applicants…for even their entry-level jobs.…However, in recent years, the retention…of their entry-level associates has become a problem.…
This law firm has noticed that their millennial employees…are just not willing to put up…with the same work conditions and abuse…
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- The benefits of formal mentoring programs
- The types and purpose of mentoring programs
- Designing a framework and a needs assessment
- Creating a mentoring culture
- Ensuring organizational support
- Choosing participants
- Training essentials for mentors
- Concluding and celebrating your program
- Evaluating your program
- Making your mentoring program last