In today’s tough business world, it’s crucial to focus on developing young leaders. Mentoring is key here, and traditional in-house methods often fall short. External mentors can be a big help, offering a fresh, unbiased viewpoint that’s hard to find inside the company’s own walls. This approach can really kickstart a young leader’s growth and give them a deeper understanding of the business.
The big HR consultancies are awash with advice about the importance of mentoring . And we all know the benefits; capability building, emotional intelligence, enhanced maturity, ability to navigate with the organisation, building a long term view, greater career satisfaction, but in my experience most companies struggle with a sustainable internal mentoring program,
The Shortcomings of Internal Mentoring
Companies invest a lot in bringing in top young talent, but once they’re in, their growth can hit a snag. Even with HR teams and managers trying their best, internal mentoring doesn’t always hit the mark, mainly because of a few common issues:
- Lack of Time/Resources/Inclination: Growing companies often don’t have enough HR folks or experienced leaders with the time to really focus on mentoring. This can lead to patchy or ineffective guidance.
- Confidentiality. Providing a safe space for the mentee to discuss sensitive or confidential issues without fear of repercussions or judgment is essential this can be tough if the mentor is within the organisation
- Office Politics : It’s no secret that office politics can play a role in how mentoring goes. Sometimes, personal agendas or internal conflicts can skew the advice and support that mentees get.
- Sticking to the Status Quo: Mentors who’ve been in the company for a long time might be reluctant to think differently or try new approaches.
These issues make a strong case for considering external mentors. They can provide a clearer, unbiased viewpoint and help young professionals grow in a more rounded and comprehensive way.
Constructing your Bridge to Mentoring Success
External mentoring stands out because it offers clear, practical benefits and a solid structure, making it a key move for companies wanting to keep their best young talent on the rise.
- Unbiased Insight: They offer a fresh, impartial perspective, not influenced by internal politics or culture.
- Diverse Experience: External mentors bring a broad range of experiences from different industries, enhancing creativity and innovation.
- Confidentiality: Mentees can discuss sensitive issues openly, knowing the information won’t be shared within their organization.
- Broader Network: They provide access to an extensive professional network outside the mentee’s organization, opening up new opportunities.
- Objective Career Guidance: External mentors focus purely on the mentee’s personal and professional development without any organizational bias or agenda.
Researching how long the program should be typically lands on 12 months, but I think this is more to do with financial planning structures rather than effectiveness a period of 9-15 months could be considered as adequate depending on the learning progression of the mentee. Such a period is enough to cover the mentee’s goals, strengths, and areas they need to work on. It gives the mentor enough time to also work on hands-on skills rather than just work on induction issues. It’s also not too long, so the mentee stays engaged and can start putting what they learn into practice, with the mentor there to guide and adjust things as needed. This timeframe is practical and effective, making sure the mentoring is focused and really delivers results.
Identifying Potential External Mentors for Mentoring
The effectiveness of an external mentoring program hinges on the calibre and compatibility of the mentors. Potential sources for these pivotal roles include:
- Recently Retired Executives: These individuals bring a wealth of experience and industry insights, coupled with the time and often the desire to give back, making them ideal candidates for mentorship roles.
- Coaches with Business Insight: Professional coaches who are well-versed in business dynamics and have a track record of guiding leaders can offer structured and impactful mentorship.
- Industry Experts and Thought Leaders: Individuals recognized for their contributions and thought leadership in specific fields can provide specialized mentorship, offering insights into industry trends, innovation, and strategic foresight.
While the path of external mentoring is laden with potential challenges such as alignment with company culture and logistical coordination, these are not insurmountable. A group of willing mentors that are regularly brought into play assist. As well as requestng potential mentors to have some mentor training assists. As does a structured framework, clear communication of goals and values, and the leverage of technology for seamless interaction ensure that these hurdles are transformed into stepping stones for a successful mentoring journey.
An Unseen Force Driving your Organisations Future
External mentoring is more than just a plan – it’s a potential game-changer that can really shape an organization’s future. It’s about developing and enabling upcoming leaders, who will steer the company into new territories. This kind of mentorship shows that a company is serious about growing, innovating, and staying ahead of the curve for potential new hires. It tells everyone involved that the company isn’t just going along with the industry; it’s actively shaping it.
By adopting external mentoring, HR isn’t just rolling out another program. They’re starting a powerful trend, setting the stage for leadership that breaks new ground and builds lasting success. It’s a chance not just to grow but to completely redefine what leadership and success look like.
To put it simply, external mentoring isn’t just an option; it’s a key strategy for building strong, future-ready leadership. It’s a smart move that pays off big time, not just enhancing careers but shaping the entire future of the company. Now’s the time to jump on this shift, lead the charge, and pave the way for trailblazing leadership and unmatched success.
Here’s your “To Do” Checklist for HR Leaders on External Mentoring
Assess Internal Mentoring Limitations
- Review current internal mentoring programs. Or review how new hires with leadership potential are supported in first 6-15 months
- Identify issues related to resource constraints, political dynamics, and conservative perspectives.
Build the Case for External Mentoring
- Document the benefits of external mentoring for your organisation: fresh perspectives, historical insights, real-world experience, and practical career advice.
- Prepare comparative analysis showing the advantages of external over internal mentoring.
- Be ready to discuss with senior management and start external mentoring
Bozionelos, N. (2020), “Mentorship and developmental networks”, In Gunz, H., Lazarova, M., & Mayrhofer, W. (Eds.), The Routledge Companion to Career Studies (pp. 201-218). New York: Routledge
Deloitte (2018), “How CIOs are redefining mentorship and sponsorship”, Deloitte Insights. (2020), “On the benefits of mentoring”, Deloitte Blog. “Empowering the next generation of leaders, one mentorship at a time”, Deloitte Global.
Egon Zehnder (No Date), “Leadership Programs”, Egon Zehnder.
HRMI (2022), “Matching mentors with mentees: Practical, evidence-based recommendations”, Human Resource Management International Digest
Korn Ferry (No Date), “Is Mentoring Really Worth It?”, Korn Ferry. “Mentoring, with a Stick or Carrot”, “The Benefits of Coaching…and Being Coached”, Korn Ferry.