We are part of a new business era, a new business model. With all the change, many are waiting for it to end. They believe if they can survive this cycle, things will settle back to normal. They fail to see that this is the new normal. People need support and direction like never before. There is no time for the traditional learning curve. The skills required to compete in today's business world don't come shrink-wrapped and ready to install--one size fits all and guaranteed to yield certain results.
Loyalty is a value that many feel is lost. Loyalty isn't lost. There are new rules for earning loyalty. It isn't just about price, location, availability, quality or uniqueness to the consumer anymore. It isn't just about salary, perks, location, stability or opportunity to the employee anymore. People want to add meaning to their lives. They want to add meaning to every aspect of their lives. Relationships build loyalty because relationships build trust.
Customers want to do business with companies that have employees they want to do business with. Employees can meet the needs of their customers when their needs are being met. In this new business era, employee turnover may not improve. When this is coupled with a growing market, and/or limited talent pool, promotions to management positions often happen for individuals before they have acquired the experience and skills to bring out the best in their staff. Often, they spend all their time dealing with the problems and filling open positions. These leaders have little to no time left to give their staff members.
How do these leaders get the help they deserve, to speed up their learning curve and have access to proven techniques for managing and preparing others? Improving their understanding of personality styles and how those differences affect how people communicate and approach their work is a great first step. The Myers-Briggs Type Indicator is an excellent tool for this.
Quality time with an expert who is totally focused on an individual, their strengths and weaknesses, their situation and their goals, can make all the difference in the world. A Mentor, from outside the company, provides a safe haven for open, honest dialog and an opportunity to introduce fresh perspective.
A Mentor creates accountability. Discussions occur, goals are set, tasks are outlined and deadlines are set. A Mentor will verify whether appropriate management practices are being followed. It is recommended that managers practice Ken Blanchard's Situational Leadership II. It is a solid, proven program to effectively lead others.
A Mentor allows for consistent, timely debriefing of events and outcomes. Each situation discussed becomes a learning event. Constant evaluation of events and outcomes greatly accelerates learning.
SERVICES
Mentoring can be accomplished in various ways. Key employees can be targeted for fast-tracking and assigned a Mentor. Mentoring can be offered as an extension of the company's Human Resource Department services. Mentoring is effective in small group settings, where people with common ground come together for guided discussions, feedback and direction. From small group mentoring sessions, individuals can express desire for individual, more focused mentoring.