All posts by ProMentoring

How to make your training programs more effective with mentoring

What Is Mentoring?

Mentoring programs in the workplace are aimed at developing younger employees by pairing them with senior staff members who are more experienced and knowledgeable about the business. Mentoring as an employee-development strategy has evolved significantly, and now includes reverse, group, and situational mentoring. All these forms of mentoring are beneficial for the company as it is through this collaborative learning method that everyone gets to share knowledge, skills, expertise and experience.

Mentoring vs Training

Both mentoring and training programs focus on giving workers the skills they need to perform their jobs well. There is a slight difference, however, in the way mentoring and training approach learning.

Training is basically directive – it is controlled by the trainer who determines the content and the process so that staff will gain knowledge and develop new skills more efficiently. It can be said, therefore, that the effectiveness of a training program relies heavily on the trainer’s competence and the trainee’s aptitude.

Mentoring, on the other hand, is about giving a mentee the chance to explore how they can apply in the workplace everything they have learned in school, perhaps. In this program, it is the mentor who controls the process, but the only way this could be effective is for the mentee to control the content.

Benefits of a Workplace Mentoring Program

Transfer of Knowledge

Mentoring is an excellent compliment to existing training programs in an organization. What makes mentoring really valuable is its ability to empower workers in what that training programs cannot. Mentoring programs forms a culture where acquiring and sharing knowledge becomes part of a system and not a task to be fulfilled.

Career and Personality Development

Mentoring programs are collaborative in nature, which also ensures that there is a simultaneous development of professional skills and interpersonal links among the members of the organization. Mentoring also boosts worker productivity and employee retention.


Mentoring builds an environment where there is understanding, trust, support and the sense of belongingness for a diverse workforce. Such programs give workers the right and opportunity to speak up about their concerns, which then helps them overcome and find solution to their problems. For the organization, mentoring allows them to form and maintain diverse talent, which is a big asset in this era of globalization.

Employee Engagement

Mentoring gives employees a voice in the organization, and the chance to receive regular feedback. Consequently, it becomes easier for both the management and the staff to seek clarity on different issues including job expectations, importance of workers’ roles, reward system, career planning and career advancement. Through this improved and open communication in the company, the quality of relationship between superiors and subordinates is greatly enhanced, which also increases employee engagement.

How to Effectively Manage Your Millennial Employees

Millennials are commonly defined as those who were born between the years 1980 and 2001. The personalities of these unique individuals are believed to have been influenced greatly by the personal technology era plus the very nurturing guidance style of most parents. These two factors have led to the development of a workforce that is said to be very difficult to understand. Compared to the Baby Boomers or the Gen X workers, millennial workers have a need to feel empowered and involved in important decision-making processes. This can be a real challenge for senior managers, especially if they want to stick with traditional employee development approaches. If you want to effectively manage your millennial employees, it is important that you have a clear understanding of who they really are and what they are capable of doing. The tips below will help you manage them better so that they can be more engaged in what your company does.

1. Keep reinforcing the positives.

One of the most important things about millennial employees that you should understand is that they have a need for affirmation and positive reinforcement. This is one way of making them feel they are doing a good job. So for managers, it’s important to regularly tell their millennial staff how they appreciate what they’re doing for the company. By making millennial workers feel valued and needed, they become more motivated to do their best at work.

2. Acknowledge the individuality of each person.

It is wrong to think that all millennials are the same. This means that managers should never use a “one size fits all” management approach. As a manager, you should learn to recognize the differences amongst your millennial workers. Remember that your staff wants to feel that you understand them. While it could mean more work on your part, you have to pay attention to their individual traits if you want to maximize their potential.

3. Don’t hesitate to be flexible.

You should accept the fact that millennials are not big fans of rules. They were raised by parents who would always welcome their opinions. They were also given the right to make decisions for themselves, and they were not forced into something they didn’t like.
In the workplace, millennial workers expect the same kind of freedom. They are not likely to feel comfortable in strict workplaces. If you force them to follow company rules on attire, for instance, you may eventually end up losing some good employees.

4. Let them have a sense of entitlement.

One way of motivating millennial employees is to give them as many important responsibilities as possible. Don’t worry that they may feel overworked, because the truth is that it makes them feel needed and valued. You don’t have to give a millennial worker an entire project, though. What’s important is that you clearly define which areas they should work on, where they can apply their expertise and abilities.

5. Be clear about everything.

Millennial workers are not so good at reading between the lines. This means that when you give out instructions, they have to be very clear and specific. You can’t just let them have their own interpretation of what you said, as this could cause a lot of confusion on their part. The best thing you can do is to give them clear instructions and flexibility when it comes to how they can get the work done.
Managing millennials is without a doubt a very challenging task even for executive coaching professionals, especially if it’s your first time to handle these unique individuals. But when you find the right management formula, you will see a lot of great benefits because millennial workers are very intelligent, creative, resourceful and tech-savvy individuals.

Difference Between Mentoring and Coaching

Difference Between Mentoring and Coaching

When some business owners and corporations start looking into mentoring programs, there is some initial confusion about what mentoring is. One of the biggest confusions that they have is identifying what differentiates mentoring from coaching and why mentoring can be so much more effective.

In order to understand the differences between mentoring and coaching, the first step is to identify what a coach does. Coaching is going to be focused on the performance of an individual, it is going to help a staff member who is struggling to pick up a required job skill to overcome the mental block they have against it; in other words, coaching is about improving the way a staff member performs and is designed with a specific agenda in mind.

On the other hand, mentoring is all about personal growth. Rather than having a defined relationship between the people mentoring and the person being mentored, both parties are able to relax a bit, to develop a trusting relationship and to contribute to that relationship. While mentoring is, in part, about helping newer employees – even just those who are new to a specific department – to learn the job, mentoring is also about helping those being mentored to grow as individuals

Coaching is specific; if you look at it with a sports analogy, the coaches are the ones who are on the sidelines telling the players how to get the job done – they are calling plays, making substitutions and are focused on the team reaching a goal. Mentors on the other hand are more like team captains. They aren’t coaching from the sidelines, but they are in the game. Mentors aren’t telling people what they need to do; they are working with them to get the job done.

In other words, mentors are not just focused on providing instruction; mentors are more willing to have a balanced relationship with those who they mentor. Mentors are not going to just be the one saying “you have to do it and it needs to be done this way;” mentors are going to be the ones who recognize that working with others will also help them to grow – both personally and professionally.

Mentoring creates a balanced, ongoing relationship and looks at the person being mentored as a whole person: it’s about making sure that the mentee is invested, thinking about their future and getting the guidance that will help them to reach their goals. Coaching is far more short-term and more specific; it’s about making sure that a task is accomplished and that a goal is met rather than setting and achieving ongoing goals.

Coaching can be effective in the workplace, however many companies that are able to put a mentoring program into place find that they increase productivity, profitability and growth – both for the company and for those who are involved in mentoring programs. Coaching can help to get new employees focused, mentoring can help them embrace their positions and to grow with the company – and that’s what makes mentoring more effective over time.

Copyright 2008, Cecile Peterkin. All rights reserved.

How to Keep Employees Happy, Boost Morale and Reduce Stress During an Economic Downturn

How to Keep Employees Happy, Boost Morale and Reduce Stress During an Economic Downturn

One of the primary concerns that businesses have these days is simple: it’s all about determining how to keep employees happy. No matter how stable your company is despite the economy, your staff will have concerns and uncertainty and financial stresses. Unfortunately that stress is something that can be carried into the workplace and affect everyone.

Part of understanding how to keep employees happy during an economic downturn, therefore, involves making a concerted effort to keep your staff motivated. Knowing how to keep employees happy during a tough economy is to focus on the tools that you can use to ensure that they recognize that their jobs are secure. In order to make sure that you are able to keep the members of your staff focused, excited about work and feeling secure that the company is doing well, there are a number of options to take into consideration.

In an economic downturn, obviously, you aren’t going to want to throw elaborate parties to show appreciation to your staff. However, that doesn’t mean that you cannot show them that you value their commitment and are committed to their successes as well.

One option that you will want to consider involves ongoing training. When you have staff members who are able to work in a wider variety of capacities, you are able to build a more tightly knit team – a team of employees who can work together to solve problems and get the job done, who can pitch in when other staff members need a hand.

Similarly, you will find that there are benefits to looking outside of the immediate on the job training that can be done to keep your staff invested. By looking into continuing education training and functions as part of how to keep employees happy – such as a group volunteer project in the community – that enhance the personal development of your staff, you will find that you are able to bring your staff members together.Ultimately, the most important thing that you can do when you want to ensure that your staffs are happy is to focus on them – not just on the bottom line. By showing that you are as committed to their development and happiness as you are to the business, you can be sure that your employees feel connected. The more that your staff see that you have made the commitment to ongoing training and to their continued success, the more that they will continue to give you their best work.

During an economic downturn, there is going to be stress – and that stress is going to come into the workplace. The more that you are focused on how to keep your staff happy and the more that you are able to focus on helping them to gain additional skills and to contribute on a broader level, the better the position that you will be in – and the better that they will feel about facing the day when their alarm goes off in the morning.
Copyright 2009, Cecile Peterkin. All rights reserved.

Which Generation in the Workplace is More Able to Handle a Recession?

Which Generation in the Workplace is More Able to Handle a Recession?

Businesses these days are in a unique position in which there are four generations in the workplace. First, there are those who have been working for years and who, in better economic times, would be close to retiring. Then there are the Baby Boomers who are approaching retirement and, in many cases, caring for aging parents and working with their adult children to pay off student loans. There are also the Gen-Xers (30-somethings, mostly) and members of Generation Y. Each of these generations is going to be impacted by the economic recession.

With the current economic recession which, according to economic strategists, has been going on since December of 2007, those at the helm of a business who are seeing four generations in the workplace are gaining additional perspective on the impact of the economy. This is particularly true when looking at each of the generations and seeing how they respond to layoffs or a flat salary.The most mature workers – those who, in a different time would be retiring and who, in some cases have returned to the workforce after having spent some time in retirement – are going to find themselves in a position in which they do feel that there is some threat of losing their job. However, these veteran workers do have an advantage in a recession: their approach to working and earning has long been to earn money for the sake of putting it away and being able to pay cash for the items that they want.

The Baby Boomers, in many cases, are finding different challenges with the current economic tide. In part, this is because the Boomers are the first generation that approached purchases with a buy now, pay later concept. While some are prepared for retirement, others are finding that with home values dropping and stocks losing value and credit card debt are going to have an impact on when they will be able to retire.

Members of Generation X tend to be a bit more conservative than the Boomers, focusing on saving as much as possible. However, the youngest of the four generations in the workplace – Generation Y – approach work as an opportunity to earn the money that they will turn around and spend on technology, cars, clothing and other items.

Ultimately, it seems that of the four generations in the workplace, the most mature workers – the Traditionalists – are going to have an advantage simply because they have been saving for an extended period of time. The Generation Xers who follow the trends and are more cautious and conservative with their money will also find that they are in a position to ride out a recession. It’s the Baby Boomers who are unprepared for retirement and the youngest members of the workplace to whom saving isn’t a concept that they practice who will face the most challenges./

While the Traditionalists are likely to be in the best position to handle layoffs or not receiving a holiday bonus, they are also going to be in a position to pass their insights down to others. Those who are struggling more with the recession will find that they do have one advantage: thanks to four generations in the workplace, they will be able to benefit from saving tips and advice that they receive from those who are more prepared for tight financial times.

The Effect of the Economic Woes and Wellness in the Workplace

The Effect of the Economic Woes and Wellness in the Workplace

Turning on the television and watching the news at the end of the workday used to be a way to catch up on what happened while workers were in the office. These days, however, with the focus of much of the news being on the current economic crisis, workers are having more trouble separating themselves from what they are hearing. As a result, there is an increasing amount of tension in the workplace.

In addition to economic woes hitting your workers, however, you are going to find that the tightening of the economy , coupled with rising costs associated with health care and cost of living , has an impact on your business. While you are going to want to be sure that you are doing what you can to reduce costs in the workplace, it is essential that you are able to provide your employees with the benefits that they expect and with the support that they need to ride out the economic crisis.

As a result, if you are looking for ways in which you will be able to reduce costs to your business, you are going to need to think about your staff members and then, rather than simply looking at health care programs, you might want to consider implementing wellness programs. With wellness programs there are a number of benefits. Here are the two most significant:

  1. During an economic crisis and other times of high stress, wellness programs in the workplace serve to reduce tension for your employees. With yoga or other fitness classes available for example, you will find that you are able to give your staff members an outlet and provide them with a healthier lifestyle.
  2. During an economic crisis, and particularly when health care costs are high, you will find that wellness programs in the workplace serve to cut down on the expenses of health care. After all, wellness programs focus not only on reducing stress, but also on your staff members’ overall health. This attention to prevention will help to reduce the costs associated with health care over the long term.

When you offer wellness programs in the workplace, you will find that your staff members are in a better position to cope with their stress. When your employees are less stressed out, they are going to be more productive at the office and there will be a reduction in the amount of time that your staff call out sick or otherwise need time off.

By focusing on the health and well-being of your staff members, particularly during times of high stress and the current economic crisis, you are going to find that you are in a better position to keep your business growing and moving forward. By helping your staff to take care of themselves, they will be able to contribute more to the business and everyone involved will be in a better position to get through the economic crisis. Economic woes can have a dramatic impact on morale, but so can those efforts that will enable your staff to reduce their stress.

Copyright 2008, Cecile Peterkin. All rights reserved.

Searching for Future Leaders in your Organization?

Searching for Future Leaders in your Organization?

Are you searching for future leaders in your organization? Before advertising a new position, look within the office walls first. With attention to mentoring and leadership development, any organization will benefit from leaders that have the knowledge required and the best interests of the company at heart.

The Positive Impact on the Organization
Any growing business must constantly consider the direction of the company, including short-term and long-term goals. It’s important to plan for success and the inevitable changes that will occur over time. Workers will move, retire, or simply seek a position better suiting their personal needs.

Rather than being caught off guard, when the business undergoes change, it’s better to prepare for shifts in the workforce. Such preparation doesn’t have to be a painful experience. Instead, it can ultimately have a positive impact on the organization. By implementing a mentoring program, future leaders are:

  • Prepared to fill the shoes of a predecessor
  • Dedicated to performance advancement within the company
  • Loyal to the company and its goals
  • An active participant in the training of subordinates

For a company to grow and prosper, it’s important for every employee, from management down, to see their position as integral part of the total success of the organization. Mentoring is an excellent resource for leadership development and achievement of this goal.

Mentoring Saves on Recruitment and Training
Before dismissing mentoring as a great tool for building future leaders, consider how it saves on recruitment and training. Many companies spend thousands, if not millions, of dollars on educating and training employees. Oftentimes, it means additional travel expenses and lost productivity. In addition, the classes and seminars are not always geared to the specific needs of the organization.

Taking advantage of mentoring in leadership development is beneficial because:

  • Experienced Personnel train new employees
  • The employee advancing trains replacement
  • Loyal, hardworking employees are preparing for advancement
  • Valued employees are likely to remain
  • Productivity loss is minimized, if an employee is gone
  • Mentors know the organization

In short, who better to train a new employee than the person who is preparing to move up in the company? Employees have a vested interest in mentoring, because they are essentially training a future subordinate.

Developing Committed and Seasoned Leaders
Leadership development and mentoring is a constantly ongoing process, within a progressive company. The learning process continues, as all of the employees experience growth. Then, when the time comes for advancement within the organization, the employees have developed into committed and seasoned leaders.

No one is thrust into a new position, without the knowledge and training necessary to perform new duties. The learning curve for current employees is greatly reduced, and the period of adjustment to the practices and goals of an organization is eliminated altogether.

Mentoring growth within the company also fosters employees that are committed to the success of the organization. Not only are they ready to advance as leaders, mentoring employees have invested a lot in professional growth and prosperity. Essentially, it feels like ‘their’ company.

So, why spend a lot of money and lose productivity in outsourcing the search for future leaders? Set up a formal mentoring program, and create the resource from within, while developing long-term loyal workers who desire to see their company succeed.

Copyright, Cecile Peterkin. All rights reserved.

Mentoring is the Answer to Diversity Initiatives in Your Organization

Mentoring is the Answer to Diversity Initiatives in Your Organization

Never before in the history of mankind has the world been more mobile. People are constantly moving, in search of better opportunities. International relocations, for improved employment opportunities are also more common. As a result, the workplace is becoming more diverse every day; and, it’s important to see these differences as an asset, not a liability. Thus, mentoring is the answer to diversity initiatives in your organization.

Mentoring Enhances Workplace Diversity

When asked to consider the topic of workplace diversity, most people first think of race and religious beliefs. But, it’s much more than the differences in skin color or an individual’s views regarding a higher power. People are different in so many ways, including:

  • Culture
  • Gender
  • Personal Interests
  • Learning Styles
  • Communication Skills
  • Personal Values

Teaching people to accept one another, and utilize workplace diversity is what diversity initiatives are all about; and mentoring is the answer to creating a solid workforce.

Consider the following scenario:

Jane has been working for company X for 10 years. Because of her experience, she is chosen to mentor a new employee. Having 3 children of her own, she is the motherly sort, but she also knows how to get the job done. She attends church regularly and frequently volunteers for community events. Jane’s coworkers describe her as very loyal and straight-laced.

Jane has been assigned to mentor Susan who appears different in every conceivable way. She is more of a loner, with a slight chip on her shoulder. She is not very trusting of people, because no one in her life has earned that privilege. She has multi-colored hair, likes heavy metal music, and has never held a job for more than a year.

Amazingly, as Jane mentors Susan, subtle changes begin to take place. Over time, Susan learns that some people are worthy or trust and respect. Jane always seems to be there, when she needs something or has a question. On the other hand, Jane learns that Susan is a hard worker, a fast learner, and eager to find a place to belong. A sense of camaraderie and friendship has developed between two people that normal would have avoided one another in the past.

Of course, Jane and Susan are totally fictitious. But, the example is meant to describe how people so different can benefit from mentoring and managing diversity in the workplace.

The Upside to Managing Diversity in the Workplace

Managing diversity in the workplace benefits both the employees and the management. Without acceptance of differences, within the office, it’s almost impossible to get things done and grow a business. Everyone is only concerned about his/her position, with little thought to how each job contributes to the success of any organization.

However, when a mentoring program is instituted, it brings about many positive changes:

  • Feel valued
  • Employees learn from one another
  • Strengths are discovered and better utilized
  • Employees bond and work together for a common goal
  • Management saves on the cost of training new employees
  • Management prepares employees for advancement
  • The organization is more productive and profitable
  • Employee turnaround is slowed

In short, mentoring creates a more positive environment in the workplace. Employees learn from one another and may discover new ways to approach old problems. Management gains a more loyal and cohesive group of workers, while saving money on the cost of education and training. Workplace diversity becomes an asset to the productivity and growth of an organization.

Copyright, Cecile Peterkin. All rights reserved.

Are Managers Mentors?

Are Managers Mentors?

“Are managers mentors?” is probably one of the most common questions in the corporate workplace today. While a good manager should have mentorship qualities, and the ability to get the most potential productivity from subordinates, are both roles possible for a supervisor? Some executives think it’s not only possible, but necessary. Others believe the two roles must remain completely separate, in order to be truly effective.

Why the Debate

Why the debate over managing and mentoring? According to the American Heritage Dictionary the job of a mentor is “to serve as a trusted counselor or teacher, especially in occupational settings”. Doesn’t a good manager possess these same talents and job skills?

Unfortunately, the answer isn’t so clear cut. Some professionals believe a manager must be separate and apart from the mentoring role. While a mentor is nurturing and encouraging, a manager must maintain the leadership role and make sure the company’s business goals are met, which mean that a new employee is likely to be very uncomfortable learning under the tutelage of the individual ultimately in charge of worker retention. Thus, a mentoring program works best when the mentor and mentee are peers.

Defining the Role of Manager vs. Mentor

For the companies choosing to define the specific roles of manager and mentor, it is a good idea to have a check list of duties and responsibilities. Since both are ultimately interested in the success of the new hire, it’s not difficult to image stepping on each other’s toes and performing certain tasks twice. Conversely, it’s is also possible that certain aspects of the mentoring program will be neglected, assuming the other person is taking care of that particular detail.

As an example, the manager checklist may include such tasks as:

  • Assessment of job performance for certification or continued employment
  • Maintaining a position of authority and legal obligations to the company and the mentee
  • The manager is generally focused on the day-to-day performance and productivity of the new hire

In essence, a manager is more concerned about the outcome of the new employee’s performance, rather than the processes taken to achieve the company goals.

On the other hand, a peer mentor remembers what it’s like to start in a new position and learn the daily operations. While mentoring means helping a new coworker achieve his/her duties as expected by the management, the approach is more personal and caring.

As an example, the mentor checklist may include such tasks as:

  • The mentor implements a plan to achieve professional goals, but helps the new hire to self assess and evaluate how to improve his/her performance.
  • A good mentor compassionately encourages, coaches, challenges, and teaches, based upon his/her own personal experience and expertise.
  • A mentor is generally more concerned with the long-term goal of developing an employee worth retaining, rather than the day-to-day productivity.

In short, the manager and mentorship roles do intersect on occasion, when it comes to training and retaining talented employees. But, each role also maintains very distinct differences in approach and the main goal. Unfortunately, the question still remains: Are managers mentors? Every company must choose the answer for themselves.

Copyright, Cecile Peterkin. All rights reserved.

Mentoring in the Workplace Plays a Vital Role in Corporate Training

Mentoring in the Workplace Plays a Vital Role in Corporate Training

You’ve been hired with a new company. Your trainer is moving up, moving on, or moving out of the business. If you are lucky, the person being replaced will be around for at least a couple of weeks to train in the various duties of the position. Sometimes, the person has already left or has only a couple of days to show you the ropes. In order to make the transition as smooth as possible, without losing workplace productivity, many companies have discovered a vital tool. Mentoring in the workplace plays a vital role in corporate training and employee retention.

Shared Experiences

Mentoring employees is an excellent method used to increase employee productivity. Businesses will naturally be more successful, if they work like a well-oiled machine. Coworkers exchange knowledge and ideas, in order to improve performance for all. For example, the new employee brings previous experiences and ideas to the table. Likewise, the more seasoned employees share information about the business and how duties have been carried out to this point. Mentoring makes sure that no one is left high and dry, and basically an island unto themselves in the workplace.

An Ongoing Process

Generally, training commences for a week or two; then, the new employee is left to figure out any confusing job related issues alone. Meaningful engagement may not be truly accomplished for weeks. However, employees mentoring employees is essential to build connections across people. For example, if a new hire has a question or problem, who will be the best resource to successfully complete a project; or what people will make the best team to create and develop a venture that will benefit the company and increase employee productivity? It is an ongoing process that ultimately enables a company to rise above the competition.

Building Relationships

Essentially, workplace mentoring is all about building relationships. Not only does the sharing of knowledge and experiences help increase employee productivity, but it will also improve how well employees work together. An engaged employee is a productive employee. Positive work relationships are a positive benefit for everyone in the office. If people work well together and have developed great relationships through mentoring, employee turnover is also likely to be reduced. Not only does it save the expense of training a new employee so often, but workplace productivity will continue to improve as well.

In summary, mentoring in the workplace does play a vital role in corporate training. Several benefits will ultimately help a business become more profitable. Conversely, there is no downside to improving workplace productivity, building important connections between employees, sharing knowledge and experience, and making sure that all of the employees are engaged as part of a team with a common goal. It is a win-win situation for everyone.

Training is only temporary and often not sufficient to create a comfortable employee in a new workplace. Regardless of the level of understanding and engagement, the sessions come to an abrupt end. However, workplace mentoring is an ongoing process that continues and is paid forward, when another new employee joins a successful team.

Copyright 2009, Cecile Peterkin. All rights reserved.