4. Gain Commitment from Key Stakeholders
So, as a CEO or HR Director, how do you gain the commitment of your organization’s stakeholders and encourage them to adopt a workplace mentoring program?
The most important message to convey, perhaps, is that this is not just another HR initiative. As the CEO, you could draw in the support of other organizations which have adopted mentoring programs successfully – perhaps ask someone in your external network to attend a senior management team away-day and share their experiences. A sure-fire way of making your managers take this program seriously is to build mentoring objectives, standards and achievements into their performance reviews on an on-going basis.
If you are an HR Director your role will be to target the CEO and top team, Board of Directors, labor union representatives and other stakeholders to set out your vision and ideas. Yes, you will need to be realistic about the investment and effort required to sustain the mentoring program – your credibility will depend on it.
Either way, you can inspire people to support you by getting them to remember those managers who helped them develop their own skills, confidence and careers. They may not have had formal mentors themselves, but most successful managers can recall someone who helped them on their way and the difference this made to their performance and self-development.