Wie können Sie Mentorenprogramme nutzen, um Wissen im Teammanagement zu vermitteln? (2024)

Wichtige Erkenntnisse aus diesem Artikel

• Create a safe space:

  Ensure mentorship conversations are confidential, fostering trust. It encourages mentees to openly seek advice, leading to self-discovery and tailored solutions for their professional growth.

• Empower with responsibility:

  Promote junior team members by delegating your previous tasks as you advance. This strategy helps develop their skills and prepares them for higher responsibilities alongside your own career progression.

Diese Zusammenfassung wird von KI sowie diesen Expert:innen unterstützt:

• Sandeep Salve Purchase Professional @ Kalyani Group

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  My view of mentorship is that it is not a point in time activity, but more like a career long journey. It will begin and never end. Whats most important is that the conversations happen in a confidential, safe space... and that itself will the spark in the mentee to keep going back to their mentor for a perspective. There has to be time...to uncover the different facets of the mentee's personality and help them arrive at self-discovered solutions to challenges, opportunities and advancements.

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• Sandeep Salve Purchase Professional @ Kalyani Group

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  I believe in developing myself with higher responsibilities. Once you are moving ahead take your pears with you and handover your previous responsibilities to them so they can also develope themselves. You move one step ahead and take your junior team one step ahead. This is how you develop team with higher responsibilities.

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• Shyam Nambiar Chief Operations Officer || Lifetime Fellow, Institute of Directors|| Veteran Transition Coach|| Navy Veteran

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  Several times employees get to a role as part of career growth and have not developed 100% of the skills needed for that role. They may be able to get stuff done but be unaware of how to grow some key enablers - could be building bench strength, prioritization, time management, managing stakeholders, communication etc, apart from hard skills. Tapping a mentor is a quick and easy way to learn fast. But that doesn't mean the mentor needs to be an ace at everything - they need to be outstanding in the areas the mentee wants to develop, and, also be like a role model from whom the mentee wants to learn. If the organization can build a system to correctly map supply and demand at a skill level, that's half the battle won.

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  It is the back bone of the success of any team and organisation. A good mentorship program not just provides a platform for collective capability building but is also a great opportunity to create and strengthen bonds within a team ultimately leading to a more cohesive unit that performs better.

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  1.Identify a Mentor2.Set Clear Goals3.Regular Meetings4.Active Listening5.Ask Questions6.Hands-On Learning7.Feedback Loop8.Document Knowledge9.Apply Knowledge10.Evaluate Progress11.Express Gratitude

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  See Also

  Festival of UniversesWie können Sie eine Innovationskultur in Ihrem Mentoring-Netzwerk fördern?36 Teacher Quotes That Inspire a Love of LearningXenoverse {Finished} – Steam Solo

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• Bipin Gupta Pioneer in Disruptive Leadership | Prolific Author | Engaging Keynote Speaker | BFSI Industry Leader.

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  I have shared in my book about coaching very briefly how mentoring, consulting and coaching are different. To create a mentorship program, the mentor has to be a subject matter expert. Having said that, a subject matter expert may not necessarily be a good mentor as mentoring needs commitment to grow mentee and Excel in giving the right insights. For sharing the right insights the mentor has to ask the right questions choosing the right words. Trust and belief are fuels which drive results out of this relationship.

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  Mentorship programs can create deep impact if executed well . Some of the steps which can help are 1. Identify the objective and outcome of the mentoring program 2. Create platform of capturing mentee expectations 3. Identify the cohort of mentees from common backgrounds 4. Identify mentors who have passion to mentor and attitude of giving 5. Connect mentor and mentees and provide mentees an option to choose mentor if they prefer6. Monitor progress and share best practices 7. Celebrate progress of mentees

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  Creating an effective mentorship program demands meticulous planning. Define clear goals; e.g., enhancing junior staff's leadership skills.Carefully select mentors and mentees. Implement a screening process for compatibility, like assessing communication skills.Provide comprehensive training. Offer workshops on communication, time management, and goal-setting. For instance, mentors can share client relationship insights.Regular evaluation is crucial. Gather feedback, celebrate achievements, address challenges promptly, ensuring ongoing program success.

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  - Define program objectives, structure, and eligibility criteria.- Recruit mentors, match them with mentees, and provide ongoing support and evaluation for a successful mentorship program.

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• Erica Solis Senior Manager Product Ops at LinkedIn

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  Consider alternatives to the traditional 1-to-1 mentee to mentor pair relationship. If your organization needs to scale and is bottom heavy (i.e. lots of mentees, but not enough mentors), consider grouping mentees into a cohort with 1 mentor in charge of leading cohort meetings instead of hosting 1-on-1 meetings. This allows for mentees to not only learn from their mentor, but also from their peer cohort.

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  Mentors and coaches are both valuable resources for personal and professional development, but they serve different purposes and have different approaches. A mentor is a trusted advisor who shares their knowledge, experience, and wisdom to guide and support the mentee's overall development. They typically have a long-term relationship with the mentee, offering guidance on career aspirations, personal growth, and navigating professional challenges. A coach helps individuals achieve specific goals and improve their performance. They focus on identifying and developing the strengths, skills, and strategies to achieve their desired outcomes. I would think that a coach teaches and shows the way, while a mentor helps the mentee finds the way.

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• Ram Sridharan Product @ Ncontracts

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  I remember the days I started leading people and coaching junior members. It is easy to fall into the trap of solving the problems for your mentee. As mentors, we have to resist the urge to advise and help them find the solution on their own. Stay curious and ask a lot of questions. Sometimes just externalizing the thoughts will give your mentees a lot of clarity.I have found the book 'The Coaching Habit' by Michael Bungay Stanier very helpful to me as a mentor and a coach. MBS lays out a framework to interact with the person you are coaching and provide more effective support.

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  Some best practices for mentors are:🙋♀️ Aways be available for your mentee🙋♀️ Ensure that the information shared is free of bias🙋♀️ Be patient. Your mentee has a lot to learn, so let them take their time getting there.🙋♀️ Be open to the thought that your mentee may have a different solution to a problem.🙋♀️ If you are unsure of something, ask your own network or mentor for advice.Organisations also need to keep a close eye on the collaboration between the mentor and mentee to ensure that it is moving positively, and neither are feeling uncomfortable.

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  - Set clear expectations and goals for the mentorship.- Establish regular communication and feedback mechanisms.- Encourage active listening, empathy, and mutual respect.- Provide opportunities for mentees to take the lead in their development.- Offer guidance, resources, and constructive feedback.- Monitor progress and adapt the mentorship as needed.- Celebrate achievements and acknowledge the value of the mentorship relationship.

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• Shyam Nambiar Chief Operations Officer || Lifetime Fellow, Institute of Directors|| Veteran Transition Coach|| Navy Veteran

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  For mentors, understand what exactly the mentee needs, both from their own pov as well as those they work closest with. This enables a correct baseline to start with. The mentee needs to be very open with their challenges and also candid to accept feedback and counter where needed with questions, disagreements and concerns at what the mentor recommends. The next step to success would be regular check-ins where the mentee updates the mentor about how her suggestions have been acted join, what worked, what didn't, what next etc. It is also important for the mentee to share candidly, the impact of the mentor - it is "self actualization" for the mentor. And, think of it as a long term bond - adds more value and depth that way.

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• Kent Young Leader of Strategic Transformations

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  Consider setting 'Objectives and Key Results' (OKRs) to help set inspirational goals and quantify the outcomes. Realize that everyone works at different paces and adjust accordingly. Truly understand and appreciate what you each bring to the table, and then cherish it as a gift.

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• Steve MAUDRAME Centre Manager Retail ClusterGrand Baie La CroisetteLeader and positive disruptor

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  1:1 sessions with open discussions about the program is a best practice to adopt. Being mindful of the cues and body language when questioning if the mentoring in taking place. Establish agreed KPI and track the performance through regular discussions while providing a safe area to discuss about how shortcomings can be addressed or how wins can act as levers.

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  Consider periodic evaluations to ensure the mentorship program's effectiveness and adjust as needed. Also, create a supportive environment that promotes diversity and inclusion among mentors and mentees.

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  .Set clear goals for all team and check this goals every week basicly..Deep listening is very important for all relations..if you face any wrong behavior give feedback asap..spent time and share feelings with your team.

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• khurram ghaznavi Assistant Director SCM

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  Mentoring your team mates will not only build up an asset for the company but in fact it will help you to trust someone in your absence who could manage on your temporary absence due to any reason. You polish the skills of your team mates and give them an opportunity to grow not only in your company but also giving them a platform to look for more prosperous career and opportunities. Nevertheless, you are making good Tier 1 and Tier 2 staff lines which shall be available for replacements. It will bring positive impact on all the Junior staff to realise that they will be provided with all support and opportunities for learning.

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