In December 2014, the unemployment rate was 5.6%, according to the U.S. Bureau of Labor Statistics. Although job outlook does appear be improving, many companies are facing challenges in finding and acquiring talent. Whenever I come across articles about the looming talent shortage and how organizations can address this issue, mentoring comes to mind. Obviously mentoring alone will not solve the problem. However, implementing a successful mentoring program will help organizations identify high potential employees who can be groomed for senior leadership roles.
Finding a mentor is easier said than done. Once an employee has been identified as a high potential, the next steps is to find a mentor who will be a good fit for the employee. Here are a few tips on how you can determine if the mentor-mentee relationship is going to work.
Personality and Communication Styles: A mentee, who has a Type B personality may opt for a mentor who is a typical Type A, and vice versa. Identifying your personality and communication style will help identify your preferred method and how well you will relate to your mentor.
Setting clear, specific and achievable goals. Time is scarce. Therefore it is important that both parties are clear and have a good understanding on how to reach the goals. Making it a point to check in at least once a week with each other will help develop good rapport and monitor progress.
Pay it forward. Once you have acquired enough experience and you are in a position where you can share the skills and knowledge you have by giving it back. If time allows, why not be a mentor yourself.