Mentoring - the great come back

Peoples’ approach to learning is changing … fast.

Just look at the most successful forward thinking organisations today. They aren’t just led by the CEO, COO and CFO; it’s more and more common to see a CLO (Chief Learning Officer) sitting alongside the main decision makers in the boardroom. Senior management are finally seeing the significance of learning and how it directly links to competitive edge and success.

Added to this, there’s now an expectation by employees that an employer will support their learning needs. Organisations are unlikely to develop and, ultimately, retain talented people if employees aren’t presented with the opportunity to learn and develop.

Of course, presenting learning opportunities to employees is no longer the challenge it used to be. Web based programmes have completely transformed the world of learning. Employees can take more control of their learning and go about it independently.

Yet still, there will always be a role for the mentor. E-learning will suit some topics but others, particularly behavioural and management skills, benefit from the support of a mentor. There’s no doubt though that, in the coming years, mentoring will no longer be seen as a benefit available to only senior management. Personal mentoring will be as common and as accessible as elearning is today.  New technology is now providing mentors and personal coaches with a greater degree of flexibility for supporting employees continuously and remotely.

With some managers and work colleagues now taking on this responsibility comes the obvious benefit of hands-on, work related experience. Added to this comes a natural linkage towards social and collaborative learning, a trend that the most forward thinking organisations have already identified and acted on.