Introduction

Today's organizations don't have dollars to spare or time to waste when it comes to crucial areas such as knowledge transfer, building strong management skills and preparing leaders for new positions. High impact mentoring needs to include key concepts such as just-in-time knowledge transfer, effective learning and robust systems approach.

Many traditional mentoring processes fail to deliver on results because they are not well designed - often skipping two critical success factors - readiness assessment and evaluation. The presenter will provide critical success factors for an effective mentoring process and discuss strategies for determining readiness of an organization to implement a mentoring process, and designing the evaluation plan.

Mentoring programs can be highly effective for onboarding new protégés, transferring retiring knowledge, ensuring proper behaviors in heavily regulated or high-danger jobs, and many other uses. However, the lack of a structured approach often means companies that invest in mentoring come up short.

There are four key elements that differentiate high-impact mentoring from traditional mentoring.

  1. A Structured Approach

  2. Relevance and Just-in-Time Learning

  3. Individualized Approach

  4. Focus on Results

Keywords:
strategic planning and management, protégé, instruction, assignment, information, mentor, idp process, objective, professional development, project management
Subjects:
Strategic Planning and Management, Professionalism, Training, and Education, Information Management and Systems, Project management, Personnel competence, Communities of practice, Knowledge management
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2016. American Society of Safety Engineers
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