Business Mentoring is the way forward in leadership development

Business Mentoring is the way forward in leadership development

16 October 2020
Gerrit Sarens
Gerrit Sarens
  • People and business in balance is the only way forward

  • Aligning people with the business strategy is challenging but necessary. Mentoring can be used to support leaders in their people management role. This is what leaders are required to focus on nowadays to succeed and business mentoring can positively contribute to this. Being guided by a mentor along the path is helpful and statistics support this:

    • 67% of business have reported an increase in their productivity due to business mentoring (Mentorsme, 2020)
    • 94% of employees stated that they would have stayed longer at a company if they were offered opportunities to learn and grow (LinkedIn Learning, 2020)
    • More than 4 in 10 workers whose companies do not offer the possibility to have a mentor stated that they would consider quitting a job in the past three months (CNBC, 2019).
  • Rectangle 7
  • Business mentoring creates visible impact in the short run

  • Fast-changing business conditions put leaders under pressure. In this context, it is not unusual that these leaders sometimes hit the wall. Business Mentoring is an effective way to help leaders getting over the wall in a fast and pragmatic way by learning from a Business Mentor’s experience and wisdom.

    Better leadership is directly correlated to better company performance. Studies show that business mentoring drives a company to positive results. 55% of the businesses that actively use business mentoring confirm that mentoring has a positive impact on their performance (Mentorsme, 2020).

  • Reinforce managers in their leadership through business mentoring

  • A study done by Harvard Business Review in 2015 found that 84% of CEO’s who went through a mentoring program confirmed that they gained experience in their roles much faster thanks to Business Mentoring. Moving Ahead (2017) found that 87% of mentors and mentees feel empowered by their mentoring relationships and have developed greater confidence.

Pain points of the manager

Your managers are

  • new in this role

    and

    • lack self-confidence
    • don’t know how to go from being a colleague to being a boss
    • need to loosen up on the command & control leadership style
    • must let go of the (technical) expert status
    • cannot give or accept constructive feedback
    • feel pressure to perform as manager
    • have difficulty building relationships
    • want to be liked by everyone or want to be the ‘bad boss’
    • play the hero
  • are struggling

    and

    • stay too involved in operations
    • have trouble prioritizing
    • cannot delegate
    • fear conflict situations
    • disconnect from the team
    • flawed strategical thinking
    • do not relate to higher management
    • lack clear communication skills
    • remain not self-aware
    • avoid difficult conversations
    • miss political antennas
    • ...
  • capable of more

    and

    • need mental preparation as successor
    • need to be able to lead big changes ahead
    • need to learn to be emotionally resilient and in control
    • need to learn to make big decisions fast without all the information
    • must become persuasive presenters
    • need to learn how to cultivate their own personal brand
    • need to learn how to lead by example
    • manage by trust, not by fear
    • need to overly develop empathy
    • ...
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