New Mentoring Programs For Our Millennials

When it comes to finding the proper mentoring program for a millennial, do you find it difficult finding the correct kind? Thanks to Randy Emelo’s blog, Mentoring In a Millennial World, you can now understand the best way to do so for the millennials in this day and age. Today, there are many millennials who all have the desire to be mentored. As time goes on people’s learning habits and ways comprehension change, in order to receive the best work from these millennials they first have to be provided with the best ways of mentoring first.

Mentoring

(Picture taken by Michael Bee)

In  2012 a consumer insights study from MTV was held, where roughly three-quarters of millennials said they would like to engage in a mentoring relationship. Because there has been a show of interest, it does not mean that the traditional mentoring programs will do the job. According to learning strategist at Xerox Corp., Philip Antonelli, many organizations are missing the mark when it comes to building mentoring programs that will help them learn and develop.

Most millennials have grown up using social networks and mobile devices all in order to crowdsource information and wisdom. This shows they like to use a fairly broad array and because a lot of them have grown up with information that could be easily accessed by their fingertips, they like to learn through collaboration. With this in mind, it is good to know that they will naturally leverage and bring in new ideas to their network.

Sadly, through the 1980’s and 90’s there were many organizations that were missing the mark of building mentoring programs. It was in the early 2000’s where they started to understand what should be done to create successful programs. It was technological advancements that brought about the growing use of websites, e-learning, email and video conferencing. Generation X took certain crowds, baby boomers, and pushed them to experiment with virtual relationships and electronic media communication. Which allowed them to engage in their mentoring relationships virtually and collaborate with their peers in an easier fashion.

Unfortunately, many organizations have actually missed this concept of mentoring and remains foreign to many. The reasoning behind this is all because the ones who are designing the programs. They happen to be the baby boomers and/or the traditionalists. That is why when they are given the task to develop a mentoring program, their thinking is usually limited to mentoring in its own traditional form.

The fact that time stops for no one, means that there will always need to be change. Luckily, we are getting closer and have already started figuring out what exactly those changes are, when it comes to providing strong and successful mentoring program. To find out more about these changes and exactly what they are, you will have to click the link at the top. With time never stopping and more millennials arriving, use the time you have now to learn and make these changes, creating a better tomorrow and a stronger future.

One comment

  1. “… missing the mark when it comes to building mentoring programs …” Mentoring can only work in an environment where a) the mentor does not potentially compete for the career paths of the mentored. b) The mentored has a feeling, his/her information is safe – or else they will not share critical information. c) Using or not using a mentor should be “free” in the sense that it is not “clocked” and then those who use more or less of it are judged in any way. Because one user may need more because they are working on a new area of development issues that could be critical for the company, the other just is engaged in “business as usual” areas. The two would have wildly differing needs of mentoring hours – however, if the former used TOO little, the latter too much it would actually reflect badly on their skill sets and sense of responsibility. However, the judgment might often look at things “the other way around”!

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