Mentoring—The Under Utilized Tool in Most Organizations

Mentoring is a tool that is under-utilized and it’s an easy program to implement. I have been privileged to work with organizations that believe in mentoring programs and I enjoy sharing my knowledge with other colleagues, employees, friends and family members. The great thing about mentoring is that when used properly the process creates a win/win situation. Mentoring employees is a positive way to improve business performance. The mentoring process stimulates everyone involved which can also boost communication, introduce new ideas, and promote a satisfying, more open work environment for all stakeholders in the organization.

I read an article by Gregory P. Smith regarding his take on mentoring he said, “Many companies have discovered that the use of a mentor for new employees not only helps them settle into their job and company environment, but also contributes to a lower turn-over rate.” I would agree, so why do organizations fail to use this method to help keep their competitive advantage? I have been able to make a positive turn-around in organizations where employees where unhappy and had no focus, I put in place an in-house mentoring program and I set the stage with open dialogue, matched senior members with newer employees, had an open-door policy for confidential one-one conversations and implemented strategic action plans to achieve success.

Just recently I received a personal note from one of my manager’s that I mentored at a previous organization advising me as to how I personally affected her life, “She impacted my growth personally and professionally more than any other manager I’ve worked with since or before. On a daily basis she acted as coach, counselor giving generously of her time and experienced. She demonstrated confident leadership with her ability to mediate and resolve conflict, she taught me to believe in myself and trust my own instincts and for that I am very thankful.” This type of endorsement is priceless. Organizations looking to make changes should think about implementing in-house mentoring programs which in the long run will have a positive outcome on the company’s bottom line.

Source:

Smith, G. P. Mentoring Helps Reduce Turnover retrieved on June 9, 2009 from http://www.businessknowhow.com/mentor.htm

Cynthia Dawson-Petersen

The Essentials of Effectively Handling Conflict in the Workplace

Conflict--What does this word conjure up in your mind? I am sure there are many managers, supervisors, co-workers, friends and family members who cringe at the thought of having to resolve conflict. Most people hate it, avoid it, and hope it will go away. I am a rare individual in that I like to meet conflict head on, stomp on it, and hopefully resolve it, but I am aware that not all conflict issues can be resolved.

Throughout my career, I have used mediation tools that can be useful in conflict situations which allow parties to sit and listen to each other. Below are examples that can be used to help resolve issues/conflict before they become unmanageable.

• A neutral person (manager, supervisor or a mentor) will take the conflicting parties to a conference room or a private place to discuss conflict issues.
• As a neutral party, state the rules of the game (no arguing or walking out, and each party must listen to one another).
• Give each party paper and pen and have them write down their issues.
• Choose one party to start the process by reading their version of the conflict, then have the other party repeat what they heard until all parties have been heard and understood.
• Once the parties have completed the process and have come to an understanding of what the key conflict issues are, then the resolution process can begin.

The above are basic tools that can be used to help alleviate conflict before it escalates out-of-hand spilling over into the daily activities of an organization, thus having a negative impact on the organization's bottom line.