Developing tomorrow’s leaders often occurs through mentoring. More than 70% of the Fortune 500 companies offer some form of mentoring to their employees, hoping to boost performance and bolster retention, among other things (Liu, 2022). While the pandemic ushered in a hybrid work model and irrevocably altered the way we work, mentorship can continue to play a critical role in facilitating inclusion, developing talent, and positioning organizations for growth (Janiak, 2021).
The literature indicated that those who have been successfully hired in senior administrative positions have used mentorship and networking to create a consistency and coherence between what they believe and how they manage.
Mentors provide the proverbial “kryptonite” that can take many forms (i.e., providing references, sharing information, and exposure to networks). For men and women of all races and ethnicities, mentors serve as reliable sounding boards for problems that may arise in the workplace, particularly those related to politics and conflict (Briscoe & Freeman, 2019). Not surprisingly, mentors have been known to intervene in delicate situations, adding to the mentee’s social capital, inner strength, and psychosocial support.
Over the course of the workshop, we will help you:
Learn how to Coach/Mentor your New and Emerging Leaders-- Understanding generational differences and workplace attitudes
Discuss the role mentoring plays in succession planning (i.e., staff retention)
Examine mentoring as a High-Performance Work Practice (HPWP)
Examine the Psychology of Staying—How mentoring impacts job embeddedness
Discuss the difference between Sponsorship and Mentorship
Generational researchers have reported that in the first quarter of 2015, members of the Millennial generation surpassed their predecessors (Generation X, or Gen X) as the largest generation in the U.S. labor force (Stewart et al., 2017). Millennials will reach an estimated 75% of the labor force by 2025 (Morrell & Abston, 2018). Is your team ready for this landscape change? How you considered how impactful mentoring will be as it relates to ensuring that you have “bench strength” in various areas?
At the conclusion of your Mentoring Workshop, you will be prepared to incorporate mentoring into your succession plan and understand the various nuances regarding the impact of a multigenerational higher education workforce and middle manager engagement. What’s more, your institution will reap the benefits from participants thinking strategically about ways to recruit and retain top talent in an ever-growing competitive higher education landscape.