How did we come to this?

This new mindset around mentoring is not a fad or “flavor of the month” type of HR process; it is an emerging approach to enterprise-wide self-directed development. It is the natural evolution resulting from people’s desire to connect with and learn from others, and the organization’s desire to have a better understanding of the impact and ROI of learning and development processes. It is what both individuals and organizations have been asking for, without really knowing what to call it.


Modern mentoring is fast becoming a must-have solution for companies of all sizes. Those organizations that wait too long to make the transition to the modern view of mentoring will find themselves struggling to retain and find talented employees who feel they can grow with the company. 


Generational Views on Mentoring Traditionalists (born between 1922 & 1945)
are hardworking, loyal to their organization, and respectful of those in authority. They want learning that is predictable, practical, and delivered by experts. They also need to share their experience and expertise with others to feel valuable.

Baby Boomers (born between 1945 & 1964)
believe in participative management and work hard for personal gain. They want to be involved in learning that has an immediate payoff to their job. They need more help in developing the complex relational skills involved in leadership.

Gen Xers (born between 1965 & 1980)
tend to be skeptical of those in authority and seek a better work/life balance. They are also often fiercely independent and have more of an entrepreneurial spirit. They want learning that is collaborative, peer driven, and relationally balanced. They need help settling on a career path that is both challenging to them and fits the needs of the organization.

Millennials (born between 1981 & 2000)
are hopeful, multi-tasking Web-surfers. They want learning that is on-demand but highly social and network oriented. They need help learning the foundational skills and social awareness needed to be effective in the organizational culture. Due to the exposure and ready access that they have had to information and resources as they have been educated, they don’t have patience for learning processes that take too long.

This is so very interesting and I can´t wait to be a part of the future of mentoring, with more than a decade of experience I am all for the future…

Legg igjen en kommentar

Din e-postadresse vil ikke bli publisert. Obligatoriske felt er merket med *

Dette nettstedet bruker Akismet for å redusere spam. Lær om hvordan dine kommentar-data prosesseres.