Tags

, , , ,

Lately I’ve been doing a bit too much writing and not enough reading… and because it’s via learning interesting things that one is able to write interesting things, today will be a learning and development day (and as such 1. For the curious; point factor analysis and data analysis deep dives will drive the day.today’s post is a short one). 1

…So I’ve recently had the opportunity to assist in the development of a mentoring program for individuals wanting to create their own road map for professional growth.

2. For most people the biggest challenge to achieving their goals is they don't know what the path to success looks like.

For most people the biggest challenge to achieving their goals is they don’t know what the path to success looks like.

I have a lot of energy around this idea, since for most people the single biggest obstacle to walking the path they want to walk is knowing what it looks like.

Having a mentor who has already blazed the path one is looking to take can be an invaluable asset in this respect.

With that said, the question of just how much hand holding HR should take in facilitating a mentor/mentee match is a difficult one (with many pros and cons on both sides). 

Too much hand holding by HR and a mentor/mentee match might be found for applicants, but at the cost of significant human capital. Conversely, with too little hand holding only the most determined mentee will find a mentor match.  

I have no idea who authored this picture, but it's a great visual and I hope someone brings the author to my attention so I can give him/her proper credit.

I have no idea who authored this picture, but it’s a great visual and I hope someone brings the author to my attention so I can give him/her proper credit.

Ultimately, our team has settled on doing less hand holding as opposed to more.

2. Heh.Setting aside the matter of limited human resources 2, however, the real governing principle here is that it should be a little difficult to find the right mentor. A person should have to take some initiative to develop a meaningful mentor/mentee relationship, lest it not be valued. And once found, if that relationship can’t to some extent develop organically (and continue to flower out of passion) then it should probably die on the vine rather than being pushed along by HR.

The idea is to create a network where prospective mentors and mentees with similar interest can meet each other, and then to let those that are inclined to make the effort develop relationships.

See, for this thing to work there has to be a sense of urgency on the part of both parties (particularly mentees).

As of late, when I feel myself stalling and need a fresh sense of urgency I think back on these words from the late Steve Jobs.

I leave you with them in the video below:

As always, please share your thoughts.

Best,

Rory

If you have questions about something you’ve read here (or simply want to connect) you can reach me at any of the following addresses: 

SomethingDifferentHR@gmail.com OR rorytrotter86@gmail.com

@RoryCTrotterJr

http://www.linkedin.com/in/roryctrotterjr

Google+

Advertisements