Mentoring and Coaching
Research shows that mentoring has significant positive impacts for the mentors, mentees and the organisation which then impacts organisational performance.
It has significant positive impacts upon the participants (both mentors and mentees), the organisation and key third parties such as mentees’ line managers.
Mentoring has been proven to help with employee retention. Various surveys show that people who have a mentor are, on average, only half as likely to consider changing employer and in some cases the introduction of mentoring resulted in a two-thirds reduction in the loss of graduates.
Induction into the organisation is typically improved by mentoring and it also has a significant benefit when organisations are undergoing major change initiatives and cultural change; in some situations, people can become acclimatised twice as quickly as those who have not undertaken mentoring.
Mentoring can be used to support specific groups, such as high potentials (HIPOs), which will have a strategic influence in the organisation. It also supports the embedding of learning in formal programmes by helping to put the learning in context.
ABS is able to provide mentor training, both introductory and advanced, mentee awareness and support for a scheme including matching.
Mentors are introduced to proven frameworks such as the 7Cs and the GROW model and a range of tools and techniques that can help the effectiveness of the mentor; examples include cognitive behavioural coaching and how to encourage the mentee to generate solution focussed ideas.
Mentors will have the opportunity to undertake an assessment of their Emotional Intelligence (EI), receive their personal EI report and have an individual feedback session.