I just saw a similar query on our LinkedIn group and thought it was a good question - if you're running a mentoring programme, how do you ensure the best managers get involved, rather than those with bad habits?
Or do you think by involving all managers in mentoring that it can iron out any problems and develop employees at all levels? Would be good to hear some examples of how you've approached this!
2 Responses
Select those who model good
Select those who model good habits and positive leadership behaviour. This makes mentoring aspirational. Publish the results of your mentoring programme, detailing the skills of the chosen mentors – in this way you outlie what the organisation expects of excellent leaders.
By contract, making mentoring a ‘thing which all managers do’ under-values this useful skill and leads to the initiative being ignored at worst and reduced to a tick box exercise at worst.
Select those who model good
Select those who model good habits and positive leadership behaviour. This makes mentoring aspirational. Publish the results of your mentoring programme, detailing the skills of the chosen mentors – in this way you outlie what the organisation expects of excellent leaders.
By contrast, making mentoring a ‘thing which all managers do’ under-values this useful skill and leads to the initiative being ignored at worst and reduced to a tick box exercise at worst.