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Formal Mentoring Programs

However, besides the benefits that do seem to be associated with formal schemes (see p. 128), there is at least one other strong argument for implementing a formal mentoring program in organizations at the very minimum, it is an efficient... [Pg.131]

This might mean that women potentially receive a very different set of mentoring experiences to men. To provide equal opportunities to all participants of a formal mentoring program, it would be advisable to ensure that both male and female mentees experience a mix of mentors (in terms of gender) throughout their careers. [Pg.139]

When formal mentoring programs were supported, they were regularly noted in employees recollections of their overall best experiences in their organizations, specifically their peak moments of inclusion. This Big Store assistant store manager felt most included when [he] participated in the [leadership development] Program and worked with a team to develop [his] skills to help [him] proceed in [his] career. [This made him feel included because he] was selected from a choice group of individuals across the company. ... [Pg.91]

Formal mentoring programs were particularly important in organizations like Big Bank that had no orientation for new people. Mentoring can severely decrease the slope of a new employee s learning curve when a formal orientation program is missing or is less than optimally effective. [Pg.91]

Formal as opposed to informal mentoring programs involve (Murray and Owen, 1991) ... [Pg.189]

By virtue of being facilitated and regulated, formal mentoring schemes promote the attainment of objectives much better than informal programs can. Formal programs can also help to avoid many of the pitfalls associated with informal mentoring relationships, such as the exclusion of employees who find it difficult to network. [Pg.189]

We have a program at Phillips, for folks who come into the plant, yard men included—folks who dig the holes and turn the wrenches. It has a focus on safety, and it is a peer mentoring program, but it is voluntary and seems to work fairly well. The structured formal programs with mentor assignments were not so successful some programs worked and some didn t. [Pg.100]

How has mentoring affected attitudes to working life outside the formal aspecfs of fhe program ... [Pg.302]

See other pages where Formal Mentoring Programs is mentioned: [Pg.6]    [Pg.128]    [Pg.68]    [Pg.82]    [Pg.86]    [Pg.89]    [Pg.90]    [Pg.90]    [Pg.91]    [Pg.189]    [Pg.62]    [Pg.70]    [Pg.136]    [Pg.6]    [Pg.128]    [Pg.68]    [Pg.82]    [Pg.86]    [Pg.89]    [Pg.90]    [Pg.90]    [Pg.91]    [Pg.189]    [Pg.62]    [Pg.70]    [Pg.136]    [Pg.57]    [Pg.84]    [Pg.124]    [Pg.125]    [Pg.190]    [Pg.198]    [Pg.253]    [Pg.321]    [Pg.325]    [Pg.100]    [Pg.81]    [Pg.269]    [Pg.145]    [Pg.146]    [Pg.24]    [Pg.65]    [Pg.103]    [Pg.120]    [Pg.124]    [Pg.127]    [Pg.128]    [Pg.131]    [Pg.141]    [Pg.145]    [Pg.179]    [Pg.191]    [Pg.229]   
See also in sourсe #XX -- [ Pg.90 ]



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