This last year our world has been turned upside down and this has had an impact on skills and learning. CIPD research (Learning and Skills at Work Survey 2021) highlights the upheaval and rapid changes in learning and raises questions for the future about how we continue to reinvent and reimagine learning and skills for…
Why Mentoring? When it comes to seeing tangible results and ROI from developmental initiatives, mentoring has a lot going for it, mentoring provides the follow-up, accountability and bedding-in of newly acquired skills and knowledge. Mentoring can be used in supporting other development initiatives in the organisation such as graduate programmes, talent management initiatives, succession planning;…
The success of mentoring in the workplace is at risk if the mentor is not well equipped for their role. Effective mentor training is the key to avoid mentoring programmes from failing. Training gives guidance and maps out the path to a successful relationship. For mentor relationships to be successful it requires the mentor to…
When people talk about mentoring as a way of supporting individuals, we often think about long term relationships that last anything from 6 months to 2 years and in some case longer. However, mentoring can be delivered over a much shorter time frame, Just-in-Time mentoring can be a useful method of providing fast, targeted support…
94% of employees say they would stay longer at a company if they were offered opportunities to learn and grow Nine in 10 workers who have a career mentor say they are happy in their jobs 67% of businesses reported an increase in productivity due to mentoring 55% of businesses felt that mentoring had a positive impact on their…
There has been a shift in employee development and a greater awareness that training on its own, does not produce the transformational changes that organisations and individuals are looking for. There is a realisation and recognition that to change behaviours in the workplace and for people to achieve their full potential, on-going and more individual-led…
As a Coach and a Mentor, I am often asked this question. Coaching and mentoring are development techniques based on the use of one-to-one discussions to enhance an individual’s skills, knowledge or work performance. Development activities are designed to suit client’s personal needs (whether aspiration or performance related) and learning styles. Both are highly effective…
This webinar introduces you to the 5 steps, specifically designed for organisations that want to create successful mentoring programmes Download the guide here Mentoring is fast becoming the go-to development option for organisations that want to provide individual-led development programmes that are cost-effective and targets specific issues. From succession planning, equality, diversity and inclusion, leadership…
“Leadership is a process by which a person influences others to accomplish an objective and directs the organisation in a way that makes it more cohesive and coherent”. There is no single definition that satisfies everyone. John Adair says ‘leadership, like all personal relations, always has something unknown, something mysterious about it’. However, there is…
Line managers have a crucial role to play in people management and development and the ‘line manager as coach’ role is increasingly being advocated as an important part of line managers’ responsibilities, there has been a huge shift in thinking about management and leadership styles of line managers and how they play an important role…
End of content
End of content