[cs_content][cs_element_section _id=”1″ ][cs_element_layout_row _id=”2″ ][cs_element_layout_column _id=”3″ ][cs_element_text _id=”4″ ][cs_element_text _id=”5″ ][cs_content_seo]Mentorship offers organizations the opportunity to expand connections. So often we hear it’s not what you know, but who you know. This is commonly associated with the talent community’s search for employment. As the workforce demographics shift, so does the positioning of organizations seeking talent. Organizations must now fully participate in the social networking environment to ensure they are more than known, that they are valued as employers of choice.
Connection is everything. Mentorship allows for a more personal knowledge of individuals, experiences, expectations and values. Through mentorship, a deeper understanding is developed that draws two people or a person and an organization together. With technology rapidly changing the way we interact with one another; it is imperative that organizations keep pace with the forms of communication their potential and current team members are using.
Mentorship can also be an opportunity for the organization/individual to see themselves from a different perspective. Too often marketing plans can fail to connect in the intended way if organizations do not know how they are perceived. Perception is what matters where there is no one else there to speak on your behalf.
The challenge of identifying transferable skills has increased with the industry expansion of job titles, skill descriptions and certifications and designations which change over time. In an effort to separate themselves from the crowd, job description writers have exercised creativity in a way that has created a double-edged sword. They have created a need for job seekers to read the ad and identify with what is required making the job searching process more challenging. Mentorship allows for the one-on-one discussion of skills and experiences in a meaningful and specific way. Identifying core competencies one has or the career path they imagine for themselves is more easily identifiable with a conversation as compared to even the most proficiently procured resume.
As baby boomers retire, more quickly than expected, their knowledge can’t simply leave with them. Legacy knowledge is essential to the long-term sustainability of organizations. Mentorship in the context of knowledge transfer is an absolutely essential practice within an organization. Future planning must be done on the solid foundation of the organization’s history; whether it is to continue its successes or learn from its challenges.
Mentorship also allows for personal growth. The future involves everyone’s growth. Everyone benefits when we share with others what we know and take from them what they share with us. This is as simple as knowing what motivates people to come to work as much as it does what they live for when they get up in the morning. While surrounded by technology that is advancing to help us, mentorship in its purest form continues to be an act that brings out the best in all of us, and will see that sustainability of organizations can and will be seen well into the future. \n\n[/cs_content_seo][/cs_element_layout_column][/cs_element_layout_row][cs_element_layout_row _id=”6″ ][cs_element_layout_column _id=”7″ ][cs_element_headline _id=”8″ ][cs_content_seo]Subheadline space\n\n[/cs_content_seo][/cs_element_layout_column][/cs_element_layout_row][/cs_element_section][/cs_content]