Utforsk en verden av personlig utvikling gjennom skreddersydd mentoring, profesjonell coaching, inspirerende kurs og tankevekkende foredrag som gir deg verktøyene du trenger for å nå ditt fulle potensial.
Experts says that mentoring will be even more important after the pandemic. But finding a mentor won’t be easy. So even more important to listen to us «profesionals», Joshua Daniel wrote a good article called «6 Ways to Find a Mentor Post-COVID». He is working in Korn Ferry as a Career Coach and says:
«Judging from the social media profile, it looks like a match. You both share similar interests and experiences. Her posts are both funny and informative, giving the impression that you can laugh and learn from her. She has the experience you don’t (but need). And the best part is that there are mutual connections in common to provide an introduction. So should you ask this person to be your mentor?
Few people question the value of a mentor, but studies show that most workers—54% in one survey—don’t have one. And the pandemic and remote work has only made it harder, of course, given the challenge and awkwardness of trying to find one virtually. “There’s an element of tact needed when approaching someone regarding a potential mentoring relationship.»”
Companies around the globe are struggling to manage and motivate their workforces and enable productivity while dealing with economic uncertainty and layoffs. And while it may seem odd to think about employee retention during this crisis, there’s never been a more important time to focus on how you are supporting your employees—and the future of your business.
This is the words from Katherine Plumhoff in here article «The COVID-19 Crisis is a Mentorship Opportunity: Here’s How to Take Advantage of It»
Its the first article I am reading about post covid-19 and I could not be more agreed. In these crisis you must ensure that your employee are ok and feeling taken care off.
And she is very practical, and says that: mentorship is one of the most cost-effective ways you can invest in training and promoting diverse talent. You don’t need to shell out for expensive conferences. You probably already know who the rising stars at the junior levels of your organization are. You just need to set them up with someone more senior who can help them navigate the transition to a leadership role.
About the writer Katherine Plumhoff Katherine Plumhoff is a writer, editor, and researcher at PowerToFly, the platform for fast-tracking gender equality. She crafts stories about women in the workplace, feminism, and cross-cultural communication. Formerly a team manager at a hedge fund in NYC, she’s now a full-time content creator based in Latin America.