Business Mentoring Services

Designing, developing and then launching a successful formal business mentoring system can be overwhelming. That is why it makes sense to work with 3BC as a mentoring consultant to help you design and implement your program.

 

Design & Implementation

Through our mentoring consultations, we help your organization by providing the skills, experience, and perspective necessary to create, manage, and sustain a successful mentoring program. However, the first step is designing and implementing your employee-mentoring program. 

 

Succession Planning

Mentoring is an ideal strategy for enriching your succession-planning program. In succession planning, you are targeting individual talent to take on increasingly more responsible positions and eventually assume a major position within your organization.

The workforce is evolving, and organizations are responding to it by offering and fostering diversity initiatives to expand understanding and encourage collaboration across different demographics.

This requires solid experience and solid advice from seasoned employees. Adding mentoring as a method of pairing such individuals with your talent pool ensures that the right expertise will complement your succession planning goals.

It also ensures that the organization’s expertise from experienced employees will not be lost once they retire or leave the organization but will be retained by having been shared by those who are poised to take their place.

 

Managing Diversity in the Workplace

There is a strong business case for workforce diversity and diversity initiatives, such as cross-cultural mentoring programs. Women are playing a stronger role in executive teams, and a growing number of minorities are entering the workforce.

Mentoring has proven to be a highly effective technique to reduce the barriers to equal opportunity. 3BC offers a unique program that helps organizations establish mentoring in the context of their diversity initiatives.

 

Developing Top Talent

Investing in a corporate mentoring program demonstrates to new and junior employees the organization’s investment in their future with the organization. This leads to benefits such as:

Talent Retention: Retention affects the bottom line not only by reducing costs involved in recruitment, but also by building an effective workforce. Organizations often invest hundreds of thousands of Pounds in recruiting talent but then stop there and miss the opportunity to get the best return on their hiring investment.

Some companies invest in a “buddy” system, which is a good investment but is short term and addresses only the issues involved of adjusting to the company's way of doing things. Mentoring, however, is strategic and aims to create a more effective contributor to the company’s overall goals by developing both relevant skills and engendering a sense of loyalty in employees

Stronger Workforce: Developing a talent pool is an ongoing challenge for all organizations as they strive to remain ahead of the competition and compete in a global market. Many different development strategies exist and a company that wishes to remain a player needs to incorporate a number of them to grow its talent.

Mentoring is one of the most effective strategies both as a standalone program or as part of an existing workforce development program.

If an organization is conducting formal classroom training on specific competencies, such as leadership, adding a mentoring component can translate the theoretical knowledge gained through formal training into “practical” experience. This has the benefit of creating a more completely developed employee by combining theory with practice.

 

Johann Wolfgang von Goethe stated, “Knowing is not enough; we must apply. Willing is not enough; we must do.”

 

Management Development: Managing employees successfully can be a daunting challenge. Having a degree or taking formal courses is good preparation for assuming a management role, but it is not enough.

Where does a new manager go to gain from the experience and wisdom of a more seasoned manager and balance that formal book knowledge with experiential knowledge? Yes, new managers can always turn to their supervisors, but there is an inherent hesitation to do this because the new manager does not want to appear “incompetent” or “weak.”

Mentoring is a strategic initiative that pairs less seasoned managers with those who can provide not only the experiential wisdom they have, but also a supportive environment whereby the less seasoned manager can share the real issues affecting success.