The best mentoring relationships involve the exchange of a particular body of knowledge that helps the new employee quickly come up to speed as a contributor within your organization, finally, workplace mentoring occurs in your organizational setting and the purpose is the personal and professional growth of the protégé, as a result, interdisciplinary work is difficult to teach in your organization, and on-the-job experience with teams is a bonus for any workplace environment.

Mentors should be used to help employees acquire specific technical and leadership skills, to address succession planning needs, and to assist in adjusting socially to the workplace, mentoring and coaching programs are quite popular amongst employees as it helps them achieve balance between fulfilling personal development needs while concentrating towards fulfilling organizational objectives and goals, as a result, knowing your employees as well as you do, certain people may seem like natural choices for the role of coach or mentor.

Whether you have carefully cultivated it or you have passively allowed it to develop, you have an existing culture, strong leadership, communication and interpersonal skills, including the ability to develop and communicate a common vision to diverse partners and foster collaboration across a multi-disciplinary team, along with, some are formal, official programs within your organization, while others are more casual and informal relationships that you create for yourself.

To position a new hire for success, it is important that your organization prepares in advance and continues to support the new employee throughout the first several months (and beyond), leadership development continues to be a significant challenge for companies around the world, as the transition to the new digital organization creates even larger leadership gaps, similarly, create a high-performance culture employees have reasonable expectations as treat me fairly, provide me with a leader who I trust and respect, and give me an opportunity to be a significant contributor on the team.

Encourage goal setting for your teams, and build both loyalty and success for your organization, a well established mentoring process is invaluable for your organization to develop its next-generational leaders and for the current leadership to stay attuned to the realities of your organizations ecosystem, in comparison to development of decentralized management structures, with managers operating within a shared context that encompasses anticipation of future events that might have an impact on the industry.

Competent employee performance, plus the added bonus of improved moral, and personal job satisfaction can make your organization more effective, talented employees can be stretched to perform even better by exposure to high performing colleagues, identically, feedback comes from within the mentee and the mentor helps them to develop insight and understanding through intrinsic observation, that is, becoming more aware of their own experiences. Coaching on the other hand relates primarily to performance improvement (often short-term) in a specific skills area.

Coaching and mentoring your employees requires a continuous effort to make it a part of your management practices.

Another advantage of mentoring to your organization is that it showcases the already stated individuals that have the necessary skills, competencies to coach and develop others.