Advice for Businesses

5 Ways to Make Mentoring Work For Hybrid Roles

The way we work has been flipped on its head in recent years. Following the pandemic, hybrid working models have become the predominant way of managing offices.

In fact, some have predicted that 39% of workers will undertake hybrid roles by the end of 2023. It has its advantages and disadvantages, but as employers, it’s important that to make the effort to make sure your mentoring program is accessible to your people, wherever they are working. 

In this article, we’ll address 5 ways that mentoring can work for hybrid workers so you can make the most out of mentoring. 

What is a hybrid job?

A hybrid role is a job where an employee is able to work both from home and in person. The ratio of in-person to remote days is often subject to the preferences of the employee, and the needs of the organisation, but a hybrid model normally follows a 2-3 split between office and home working. 

Like many organisation-based decisions, hybrid working is a mixed bag for business leaders. Whether it works for your business is down to the nature of the work and whether you need to meet in-person to work effectively. As well as how well you’ve been able to pivot your working model to support remote working. 

What are the advantages of hybrid work?

There are many advantages to hybrid working, including:

  • More autonomy and flexibility
  • Better work-life balance
  • Leading to better retention and productivity
  • Increased morale in the workplace
  • Reduced travel costs and better financial wellbeing

For the right person, hybrid working can be a great thing. It allows people that live further away from your office to work for you and can be a fantastic way to support employees that have caring responsibilities or other needs.

For many, the switch to remote working in 2020 has changed the way they view work completely – making hybrid working a must-have for forward-thinking businesses. In fact, it’s now something that Gen-Z expect from employers.

📖 Find out more about attracting and retaining Gen Z employees here 📖

What are the disadvantages of hybrid work?

OK, so there are always downsides. While many people love working hybrid – there are always some people or organisations that it won’t work for.

If leaders don’t make the mental switch to embracing hybrid working, there can be issues. For example, a culture of presenteeism may present itself. Meaning people that are able to be in the office more are seen more favourably.

On top of this, more channels are needed to keep workers aligned, communicating and collaborating when working remotely. This requires more effort and processes in place to ensure people working from home still feel included in workplace culture.

Decorative image: a ginger man gives a thumbs up to his mentor on video chatHow can mentoring support people in hybrid jobs?

We know the benefits of mentoring for career development, supporting mental health and breaking down company siloes – but did you know that hybrid and remote teams can still enjoy these benefits?

Mentoring is useful for people in hybrid jobs because it maintains that level of communication and connection to employees, increases motivation and opens up networks, even from home. 

Also, mentoring provides a consistent, structured framework that will improve the employee’s ability to hit important milestones. Not to mention the levels of personal development and professional enhancement that mentoring builds in and of itself, hybrid, remote, or in-house which can lead to higher employee retention rates.

📖 Find out more about using virtual mentoring to support remote teams here 📖

5 tips for making mentoring work for a hybrid role

1. Invest in mentoring software

Mentoring software makes virtual mentoring programmes a whole lot easier to manage. In one intuitive platform you can match and meet with people in-person and virtually.

And with software like Guider, it’s simple to switch between the 2 without losing momentum. Our in-built video meeting tech means you don’t need to leave the platform to benefit from mentoring.

📖 Find out more about how Guider works for hybrid working 📖

2. Make virtual introductions

It’s important to make sure mentoring in a hybrid environment doesn’t become siloed. A great benefit of mentoring is that mentors can introduce their mentees to their networks and make connections that otherwise wouldn’t happen. 

To make sure this keeps happening in hybrid mentoring, makes sure your mentors and mentees are encouraged to meet in person, at networking events or to make introductions virtually to relevant people.

3. Be flexible

As the hybrid role is a flexible one, so too should hybrid mentoring. To be clear, just because hybrid working involves remote work, that doesn’t mean the entire experience should be.

It is important to meet up in person when possible, which is important for establishing a deeper relationship that is ultimately more fruitful for the mentee. Why not meet for coffee once a month to break up the number of virtual sessions? 

4. Stay focused

The prime intention of mentoring is to support, help and gain an advantage for the mentee in one way or another. Make sure that whether your mentoring sessions are in person or virtual, you’re keeping track of your goals and progress. This way, the mentee will benefit greatly from the experience, and more so than in an office-based environment.

5. Be inclusive and enjoy the process!

Mentoring is a great opportunity for companies to promote inclusivity, as it is a way to encourage previously unheard employees to advance in new directions and solve business issues in an innovative way. Also, as a mentor, it’s important to enjoy the process as much as possible, as this will make the experience more impactful for the mentees.

The verdict

Hybrid mentoring is an effective, practical development tool that helps hybrid employees to excel professionally. Plus, it can become even greater if you remain focused, build a rich relationship with mentees, and even introduce them to other industry professionals who can assist their development even further.

If you want to know more about making mentoring work for hybrid team, speak with our expert team today. 

Advice for Businesses

4 Example Mentoring Program Goals to Steal

Mentoring program goals are a crucial part of developing any successful mentoring program. They give your business and your participants clear direction and something to work towards.

The best mentoring program goals align with your wider business objectives, as well as support the individuals involved towards their personal goals.

Everyone knows there’s loads of benefits to mentoring, so it’s easy to fall into the trap of not setting goals thinking it will have a positive impact regardless.

While this may be true, mentoring programs without goals are going to be harder to promote, measure, maintain momentum, and prove ROI. As with anything you want people to get behind, there needs to be a clear purpose and therefore a goal.

In this article we suggest 4 examples of mentoring program goals and how you can achieve them. Let’s dig in!

1. Mentoring Program Goal: ‘Create a Leadership Pipeline’

Getting the right, high-potential employees into leadership should be a priority for any forward thinking business. Making this an essential mentoring program goal.

Your goal should be clearly defined and based on tangible outcomes. For example, you may want to create a multi-year graduate to leadership pipeline that puts mentoring at its core to develop new graduates.

Mentoring is a great way to identify and support these employees, developing their communication and leadership skills as well as opening up their networks. It also reduces the hiring costs accrued when searching for leadership talent externally.

📖 Read more on why leaders need mentoring and coaching here 📖

Example Program Objective

The objective of the mentoring program is to develop and nurture a the next generation of leaders who possess the skills, knowledge, and mindset necessary to effectively lead our business.

The program aims to equip mentees with the essential leadership capabilities, encourage personal growth, and inspire them to make a positive impact on their teams. 

2. Mentoring Program Goal: ‘Increase Employee Retention’

You’ve noticed that a number of employees have been leaving the company for things like higher pay or further opportunities, but with that comes a loss of productivity and knowledge.

To increase employee retention you need reasons for employees to remain and mentoring can work as part of this plan. Mentoring is an investment into employee development, helping them learn more about their role and helping them reach their potential. It aids in creating a positive company culture where employees feel valued.

As statistics show, 37% of employees have a mentor, largely centred across Fortune 500 companies as 84% of fortune 500 companies have a mentoring programme. These companies understand the importance of further developing their own talent to reduce external hiring costs and knowledge retention.

Mentoring improves cross team communication, decreases isolation and improves confidence and gives the mentor a trusted point of contact to help them in dealing with workplace or confidence issues. Where you reduce the risk of employees feeling isolated, you reduce the risk of them falling to the wayside, increased stress and early exits.

Example Program Objective

The objective of the mentoring program is to enhance employee retention rates by providing personalised support, guidance, and professional development opportunities to employees. The program aims to foster strong relationships between mentors and mentees, promote a sense of belonging and engagement, and empower employees to achieve their full potential within the organisation.

Find out more about how Guider works3. Mentoring Program Goal: ‘Increase Onboarding Efficiency’

Not only can mentoring increase the retention rate of old employees but new employees too. 33% of new hires quit within the first 6 months. This number can be higher for some companies and teams than others, and knowing that hiring can be very expensive and time consuming we want to reduce the risks of this occurring.

This is why you should embed mentoring into your onboarding program and make it your primary program goal.

Mentoring decreases time to competency by giving employees guidance on understanding the company functions, the variety of roles and an insight into the company culture. Mentors also help new employees understand the landscape of their new company. Through creating this connection between mentor and mentee, you reduce the chances of losing employees early into onboarding.

📖 Find out more about implementing mentoring for onboarding here 📖

Example Program Objective

The objective of the mentoring program is to provide comprehensive support to new hires during their onboarding process, facilitating their smooth integration into the organisation and maximising their productivity and engagement from the start.

The program will pair new employees with experienced mentors who can provide guidance, share knowledge, and foster a sense of belonging and connection within the organisation. By focusing on the onboarding experience, the program aims to accelerate new hires’ learning, enhance their job satisfaction, and contribute to their long-term success within the organisation.

4. Mentoring Program Goal: ‘Increase Diverse Representation in Leadership’

Mentoring can support DE&I initiatives in a number of ways, a key one being increasing representation in leadership and supporting a future pipeline of diverse employees with the potential to lead.

Take our client, LVMH for example, it set a goal to increase its number of women leaders, aiming for 50/50 women in leadership. One of the ways it planned to do this was through mentoring. They already had a pool of talent in their company and a senior leader with knowledge to be shared – making it the perfect environment to create a mentoring program aimed at getting that talent into leadership roles.

The best part is, through initiatives such as reverse mentoring, you can get you employees mentoring leadership showing them first hand what they’re capable of. This is a great way to open up senior leaders to new perspectives, increase cultural competency and understanding and develop the skills of your mentors.

Facilitating female leadership: download the e-book hereExample Program Objective

The objective of the women in leadership mentoring program is to identify and support potential female leaders into leadership roles. The goal is to increase female representation in leadership by X% in 2025. 

By providing mentorship, guidance, and opportunities for skill development, the program aims to inspire and equip women with the tools and confidence necessary to succeed in leadership positions. 

There we have it, 4 example mentoring program goals for you to use, today! Mentoring ensures that all employees have access to training and can get help in developing and defining their goals and aspirations. In order to do this effectively, you need to set your program goals from the start. These are just 4 examples of how you can use mentoring to empower your people.

To find out more, check out our further resources: 

The Benefits of Coaching and Mentoring 

Remove the Admin Burden of Mentoring

5 Employee Retention Strategies That You Can Action Today

How Mentoring Makes Great Managers

10 Top Companies Making the Most Out of Mentoring

Mentorship vs. Sponsorship: The More is Better Approach to Personal Development

The What, Why and How of Returnship Programs

Advice for Mentees 

How to Thank Your Mentor (With Tips, Tricks and Examples)

A well-planned mentorship programme will build a strong company culture that empowers employees and encourages an environment where learning, growth, trust, and open communication take priority. 

Mentorship has proven to improve retention rates, employee satisfaction, and productivity. However, there is one crucial aspect many don’t pay attention to, which might be the most important of them all: 

Thanking your mentor. 

Showing gratitude for all the help and guidance you’ve received and making an effort to let your mentor or mentee know how they have impacted your life for the better.

This simple act strengthens the bond between employees and makes them more than that—it establishes respect for each other as people—and that relationship lasts for years to come. 

So if you want to learn why you should thank your mentorship partner or how or when to show your appreciation—read on! 

The importance of showing gratitude in mentorship

According to a survey by the American Psychological Association (APA)—93% of employees feel more motivated to work and deliver their best if they feel appreciated and recognised. 

Just a simple act of saying thank you or showing your gratitude by getting a token of appreciation or even a cup of coffee can have an immense effect on the working relationship between mentors and mentees, and that contributes to a healthy working environment and company culture. It can also cement the relationship way beyond the mentorship. 

Thank your mentor header imageWhen to thank your mentor or mentee

The best time to thank your mentor or mentee for their efforts and for providing their valuable experiences is whenever you feel like it! It can be before or after your daily or weekly session—or even on a break whenever you see them. 

For example, you could approach them on a lunch break, ask them if they can spare some time, and treat them to something nice while thanking them. 

So there is no one size fits all answer to this—you have to take the initiative and grasp the opportunity whenever it presents itself, or you might even have to make an opportunity but rest assured, your actions to do will not go unappreciated, and you will thank yourself later that you took this step. 

Ways to thank your mentor: From the formal to the fun

1. Thank you letters

Depending on your relationship with your mentor or mentee, thank you letters can be an excellent way to show how much you appreciate them and their guidance in your career. 

You can send a carefully crafted email or take the traditional approach of writing it down on paper and sending it to their address—this will show gratitude and the time and dedication you put towards showing your emotions. 

Example wording for thank you letters

“I am genuinely thankful for the help and guidance you have provided me. I would not be where I am without your support, and I hope you know how impactful you have been in changing the direction of my career for the better. I hope and pray for your health, success, and happiness—once again, thank you!”

2. Gifts of appreciation 

Sometimes, we can’t figure out how to put our feelings into words, and that’s okay. There are other ways to show gratitude, such as giving gifts. They don’t have to be expensive, just well thought-out, something that symbolises or shows the journey you have been through with the other person or something that can serve as a memento. 

Example gifts that won’t break the budget

🎨 Painting or crafts

If you enjoy arts and crafts, why not make something for your mentor? You can gift them a small, handmade token of appreciation that shows the importance of your relationship and how it has impacted your life. A picture is worth a thousand words; keep that in mind and let your creativity flow. 

☕️ Coffee

A very simple gift is taking someone for coffee, tea and a piece of cake. It’s a simple gesture but often appreciated as it gives you time away from the office to talk in a more informal environment. You could also take them out for lunch if you want to make a bigger gesture of thanks, but don’t worry if your budget doesn’t stretch to that!

🎟 Tickets

After spending a lot of time with your mentorship partner, you’re bound to know them pretty well. Inviting them to an event, whether it’s a work related talk or something that you both enjoy outside of the office, is a great way to build your relationship outside of mentorship. 

📎 Office essentials

There are plenty of inexpensive but still thoughtful ways to gift your mentor or mentee with something useful. Maybe a box of paperclips isn’t the right way to go, but a mug, mousepad, neck or lumbar support pillow, or anything else you think they’d appreciate will do the job. All of these are items that they can use daily and will help them in the office while serving as a reminder of you.  

3. Fun ways to say thanks

Showing your appreciation doesn’t always have to be upright and formal. It can be fun and light-hearted, and this change of pace can be very well received from the constant professionalism of everyday office life. 

Examples of fun ways to say thank you

  • Inject some humor into any of the above ideas! For example a mug that says best mentor ever
  • Keep your thank you light, for example: “I commend your resilience to sit with me week after week. Thank you!” 
  • Take them to a fun or unusual event that you think they might enjoy

If you and your mentor have built solid rapport, and have a shared sense of humor, there’s no reason you can’t inject some personality into your thank you!

Mentoring, coaching and sponsorship e-book bannerHow to stay in touch with your mentor

Your mentor or mentee might not be in the same organisation or position you worked in, but that shouldn’t stop you from reaching out. 

Generally, people tend to overthink in these scenarios and keep waiting, but all that is needed is an email, a letter, a voice or video call, or a gift, and your sentiment is conveyed perfectly to the other person. 

You could follow your mentors’ organisational or personal achievements and congratulate them—it’ll be greatly appreciated and serve as an excellent conversation starter. 

Additionally, whenever you have even a small victory in your career—feel free to get in touch and tell them about it and let them know how far you’ve come because they were there to guide you. 

There is no specific time to get in contact with something that positively impacted your career and life. So while getting in touch during the holiday season is fine—there is no reason not to contact them outside of that. 

Everyone loves gifts and getting complimented—it’s human nature and lets the other person know how grateful you are to them. Hopefully, you now better understand why little gestures of appreciation are so important towards building strong and lasting relationships that can help you advance in your career. 

If you want to learn more about mentorship and its impact on an organisation, check out our further reading: 

How to Find a Great Mentor

How to Break Up With Your Mentor

50 Questions to Ask a Mentor

What is a Mentor?

Celebrating LGBTQ+ Mentors in History

Get the Most Out of Your Mentoring Relationship

Advice for Businesses

Excel Without Excel: Relieve the Admin Burden of Mentoring

We’ve all been there. You’re trying to get a new initiative off the ground but, it turns out, it’s more work than you realised. 

Mentoring, coaching and sponsorship programmes are no different. 

There are so many benefits to running these programmes for your people. From better retention to improved employee wellbeing, getting it right can be a game-changer for your organisation. 

But in order to reach the right people and get the engagement that your programme deserves, there are a few things that need to happen first. And for many teams, there’s just one person running mentoring and it’s not their full-time job.

So what do you do? You need to find a solution to relieve the admin burden of mentoring, that doesn’t cost the earth.

Enter, Guider

What happened the day you realised that you needed a solution like Guider? 

❌ Your manual matching spreadsheet broke.

❌ Your programme started scaling, but now there are too many post-its on the table to keep track of.

❌ You want to replicate your success with a second programme but don’t have the time.

❌ Your job grew – you got a promotion and can no longer put the same effort into your programme.

❌ Your boss wants to see tangible ROI but you don’t have the data. 

Types and uses of workplace mentoring e-book downloadWhy is manual matching so admin intensive? 

Running a mentoring programme is admin intensive because at the core, it’s about human connection and getting matches right takes thought. 

People are unique. And the reasons they are seeking a mentor will vary even within the same programme. So it’s important to take the time to get the matching process right because when the chemistry is good, the magic starts to happen. 

Once you’ve gotten matching right, managing those relationships and keeping track is then more complicated. You need a centralised place to keep track and report on progress, while being able to create new matches as necessary. 

This is why mentoring software was invented. To make mentoring accessible and easy to manage.

“I used to match mentors and mentees using post-it notes on my kitchen table, it took hours and was a really labour-intensive process. Guider has made the matching and tracking process really straightforward and simple, saving me hours of time.” 

Ivy Wong, Program Lead, Legal Geek

5 ways to relieve the admin burden of mentoring with Guider 

1. Automated matching

Our mentoring software takes care of the hard part for you. With our smart automated matching, users can find the best people for them in moments. And the best part is, as a programme lead you can sit back and relax. 

When users find the right match, the relationship is more likely to last. 

📖 Find out more about how mentoring software works 📖

2. Relationships all in one place

Keep track of your programme all in one place. With Guider, your mentors and mentees can connect, book sessions and meet with our integrated video chat function. 

And as a programme lead, this means you can keep sight of all your mentoring relationships without stress. 

3. Engagement built-in 

Our platform is designed to provide the best user experience possible, this means that participants can access and benefit from mentoring quickly. We design our platform with engagement built in and have our experts on hand to help you along the way.

Guider seamlessly integrates with your tech stack too, so that people can access mentoring without hassle or extra training. 

4. Run multiple programmes with ease

With Guider, you can set up and run multiple programmes at once, such as onboarding or graduate talent. This means you can target support to specific groups and offer mentoring, coaching and sponsorship across the business. 

Participants can then select the right programme for them, even joining several at once to really make the most of mentoring. 

5. Reporting made simple 

Reporting back on ROI has never been easier. With Guider, our smart reporting function can show you the success of your program in real-time. 

This means you can monitor engagement as you go and back up the success of your program with data – keeping any boss happy. 

With our smart mentoring software, you can excel without Excel! Reducing the admin burden is the first step to successfully scaling and running your mentoring programme. And the more people that can benefit from mentoring, the better. So, whether you want to support a remote or hybrid team, or improve your onboarding process – investing in mentoring software is the solution you need. 

Why not take back your bandwidth with Guider? Talk to our expert team today to find out more. 

Advice for Businesses

5 Employee Retention Strategies That You Can Action Today

Employee retention has been a hot topic in the world of work for the last few years. And rightly so.

With massive changes to the world of work triggered by the global pandemic, and now the cost of living crisis shifting the needle again – it’s no wonder that employers and employees alike are struggling to make sense of so much change.

For any organisation that wants to succeed, getting hiring right and keeping those people, is not only the key to productivity but will also save you thousands on re-hiring roles.

Employee churn leads to a number of inefficiencies in our organisations, the least of which is having to consistently and effectively re-assemble your workforce throughout the year. 

So how do you get employee retention right? Here we take you through everything you need to know including top tips that you can action today.

What is employee retention?

Simply put, employee retention is the action of hiring and keeping your staff. It’s about keeping them happy, productive and engaged in their work so that they will stay loyal to your company, weathering the ups and downs. 

Every organisation will need to think about employee retention. A high churn rate can indicate issues within your company structure and culture. This can then in turn affect hiring, as savvy new employees will be looking at your turnover rate for clues about what it’s like to work at your company. 

Retention is especially desired in a world where 3 to 5 million people are quitting their jobs per MONTH in the US, according to a Job Openings and Labor Turnover Survey (JOLTS). Business leaders want to be the shining star in a galaxy full of places where employees are leaving in droves.

Mentoring makes managers header image: two women carrying folders walk down the corridor or an office smiling to each otherWhat does this mean for your business?

The pros of increasing your employee retention rate are countless, but to give you a flavour, here are a few of the top ones:

  • Improved morale: When morale is higher, employees work harder. This can lead to higher output and greater financial gains. Many would consider brighter company culture to be a great benefit in and of itself, but this also leads to greater collaboration between team members and carries numerous benefits for them such as networking with their peers rather than simply going along.
  • A retained workforce: Keeping your highly skilled employees at your service is always good, as you will have their expertise at your disposal, but also because you don’t have to re-hire your team, which costs more than you think (more on this shortly). As a team leader, you need to have reliable staffing who you can turn to in the long term for your various business machinations.
  • Employee loyalty: When employees feel valued, this increases their loyalty. And thus, they feel more positively predisposed to the goals of the company and will work harder to gain them. This is incentivised further by reward schemes and a general tendency to recognise the successes of others.

The cost of hiring new people repeatedly

Studies indicate that the average cost of hiring an employee is around £3,307. That might seem like a minuscule amount, but it also takes an average of 42 days to fill a position. Throughout that time, you’re losing money by losing that employee. This is even more of a problem when you lose an expert in their field or a high performer. Replacing good people is always tough, and you’re certain to see a drop in productivity and a spike in hiring spend. 

Now, think about the cost incurred every time that an employee leaves your organisation. If you are seeing a high churn then the losses quickly stack up.

While bringing new employees in is always an option, is it not better to implement a few key retention strategies to make your team more likely to stick with you? It’s all about prevention. 

5 employee retention strategies you can implement today

We have compiled a few suggestions of employee retention strategies that can be implemented at speed. 

1. Ask for feedback

The easiest strategy to implement is asking for feedback. But it’s not just about facilitating the opportunity for your team to be open about their experiences and what could improve, but also to action them.

This can be achieved with an anonymous feedback survey or factored into annual reviews. Once you can get a sense of what’s working, or not working and what teams need additional support – you can work proactively to address these concerns. 

2. Invest in learning

When employees don’t feel that they can develop and sharpen their skills for future positions, or indeed, for the sake of upward mobility in your company, then this can affect their morale.

Invest in training and other forms of learning, and you reinforce the idea that there are more areas to develop. The best part is, younger generations are increasingly asking for learning and development. In fact, 76% of Gen Z see learning as the key to their advancement in their careers. It’s a top factor in whether they decide to go or stay.

3. Mentoring, coaching & sponsorship

Organisations with mentoring programs enjoy better retention rates. In fact, according to LinkedIn, 94% of employees would remain with a company for longer if they were given more occasion for development, including mentoring.

This is because our modern workforce value learning and development. Mentoring, coaching and sponsorship programs are fantastic ways to develop your people. And they’re not just about learning. All three can positively impact mental health at work, promote inclusion and improve a range of holistic skills.

Another benefit is that all 3, but in particular sponsorship, have massive benefits to career direction and progression. Given this is a major factor in whether people stay or go, it’s worth investing in sooner rather than later.

Mentoring, coaching and sponsorship e-book banner4. Give employees more autonomy

Autonomy is the ultimate gift to your employees. It gives them responsibilities, while also assuring them that they are free to organise their work in a way that suits them best. This is empowering and shows your people that you trust and respect them. 

If high morale is what you want, this is the place to begin. Employees that feel a sense of ownership and responsibility in their work are often more engaged and likely to stay longer in an organisation. 

5. Start an employee resource group or network

Employee resource groups and networks are a fantastic way of supporting specific groups that may be under-represented in your workplace or be facing specific barriers at work.

These groups create communities in which people can learn grow and find support. This has massive benefits to inclusion, which in turn leads to people staying longer in a company.

A resource network is also a great method of building allyship between your employees. 

The verdict

Investing in employee retention strategies is a terrific way to improve your company culture, drive productivity, and make your company stand out in a crowded job market.

After all, nothing is more desirable than a company with a dedicated, loyal workforce, both for new graduates looking for their first major professional position, and seasoned leaders looking for a new role. 

And don’t forget, investing in retention now will save you money, and a major headache, down the line.

Find out more about mentoring, coaching and sponsorship programs for employee retention by talking to our team today! 

Advice for Businesses

How to Build a People Development Strategy That Actually Works

The HR department is the heart of any company’s internal procedures. It defines company culture, ensures employees have proper training and is central to creating a strong people development strategy. 

People development strategies help HR teams and leaders build a successful company by evaluating skills gaps and ensuring employees meet their career goals. 

It sounds great, but how do you build a strategy that actually works? Don’t worry — we’ve got you covered.

In this guide, we’ll reveal how to create a plan that works for your organisation and sets up your team for success.

Read on to power up your HR department and get lasting results from each employee. 

What is people development?

People development gives individuals the skills, attitude and knowledge to meet company objectives and fulfil their career goals. It involves both formal training and informal on-the-job learning and can include activities such as coaching, mentoring, feedback sessions, job rotation and team-building exercises.

People development is often seen as an investment in employees that pays dividends in terms of increased morale, higher levels of productivity and improved quality of work.

Human resources professionals are instrumental in building people development strategies, and understanding how to isolate each employee’s needs will ensure you can support managers in meeting them. 

man smiles at cameraWhat are the benefits of developing your people?

Is developing employees really worth the extra effort? Yes, it absolutely is. When you look at the sheer benefits of coming up with effective development plans, you’ll see how the effort and investment can pay off. 

Here are the main advantages of people development:

1. Retaining your people 

According to Monster, the average UK employee turnover rate is 15% per year, which might not seem like much, but we have to factor in the costs of recruiting and training a new employee too. 

Not training your team and failing to offer development opportunities can increase your turnover rate and impact your finances. 

Retaining your current staff is much more cost-effective than training new employees, and people development is central to retention rates. 

2. Create a strong company culture 

A job is no longer a job today. Our digital-first world and changing priorities mean people want to work for a company they can be proud of. Company culture is about setting expectations about how all employees and management should work. 

For example, positive company culture is a supportive and collaborative environment where senior managers listen to entry-level staff and consider their needs. 

If you make it your mission to develop people, you show each employee that they matter and create a positive culture. 

3. Upskill and reap the rewards 

Skilled employees build better companies; we all know how growth potential defines a business’s future success. However, let’s not forget that learning how to create effective career progression plans also helps HR teams build vital skills. 

Development is an investment, it will strengthen a workforce and help even small businesses compete with large companies. 

Find out more about how Guider worksThe do’s and don’ts of developing people

People development is an ongoing process that requires sustained effort and commitment. It’s not something you can just dive into because communication and support are central to building each employee’s confidence. 

Most importantly, there are certain do’s and don’ts when it comes to developing people – the key is to ensure each individual is empowered with the right tools and resources to grow in their role.

Here are our top do’s and do not’s for people development:

✅ Do: Prioritise communication 

Communication is key when trying to develop people because everyone has different needs. Managers and employees must find common ground, and HR departments should be accessible instead of hidden away. 

Do: Build and identify 

Everyone has unique skills and abilities, so it’s vital for a company to build upon existing skill sets and identify areas for improvement. 

You’ll also need to isolate the right training opportunities for people, including workshops, online courses or bringing specialists in. 

✅ Do: Measure results 

Successful people development strategies must also include measures for tracking progress and measuring results. Leaders should regularly assess employee performance with targeted feedback that focuses on what has been achieved rather than just what hasn’t been done.

❌ Don’t: Treat everyone the same 

When it comes to development, nobody is the same. You should always assess each individual’s unique needs and balance them with company goals. 

Don’t: Forget to recognise achievements 

Your team needs to know they’re appreciated, and recognition goes a long way to employee retention levels. Incentive schemes yield positive results when utilised correctly, as you can see from this Webinar Care article. 

Don’t: Forget HR training 

Human resources teams must also ensure they have the necessary skills and tools to support employees. Understanding how to identify needs and come up with the right plan takes time and effort, so proper training is something you should never avoid. 

Mentoring, coaching and sponsorship e-book bannerExamples of people development strategies to implement in 2023

So, now you know more about why it’s crucial to develop people and how to create the right plans, it’s time to look at the best strategies to implement. Whether you choose one or combine some of these strategies, they will deliver results if you stick with them. 

1. Mentorship and coaching

Mentorship and workplace coaching are so important right now, and companies continue to utilise them. You can see how some of the world’s biggest companies are building successful teams with mentoring in place to get inspiration for your programme. 

A report by NBC states that nine in ten workers with a career mentor are happy in their jobs. The numbers speak for themselves. 

2. Job shadowing

Job shadowing is a learning and observation technique in which individuals closely follow and observe someone in their workplace, typically a professional or an expert in a specific field. 

The great thing about shadowing is that the employee learns from an expert and gains vital hands-on experience, making training a lot easier. 

3. Peer coaching

Peer coaching is one of the best ways to create a positive company culture, as it involves people working together and supporting one another. The reciprocal relationship includes constructive feedback and sharing ideas. 

This type of coaching can be highly beneficial, and it also gives employees more autonomy. 

4. Job rotations

Job rotation involve moving employees across various departments and giving them multiple tasks and responsibilities. The positive thing about rotations is they can help people identify their strengths and facilitate personal development. 

However, rotations aren’t always possible in some companies, so it depends on whether you can utilise them effectively. 

5. Creating a learning culture

Some companies believe they have a learning culture, but encouraging employees to develop their skills isn’t enough.

For example, a learning and growth mindset often means employees share what they learn with co-workers, and managers use every experience as a development opportunity. 

It takes a while to instil the culture in existing and new employees, but the end result justifies the means. 

Final thoughts 

Prioritising people development allows businesses to grow and foster a supportive and collaborative culture. 

By taking the time to work with employees and management, HR teams can boost retention levels and create an environment where everyone can thrive. 

Investing in your people is one of the best investments you can make for long-term success, so try it today and be amazed at the results you get.


Diversity and Inclusion

Celebrating LGBTQ+ Mentors in History

Pride month is upon us once again, and Guider is celebrating some of our favourite LGBTQ+ mentors in history. From famous singers to activists and groups of mentors who teamed up together, you’re about to discover some of the most inspirational people ever. 

So, sit back, relax and get ready to be amazed at the impact these five mentors have had on society, progressing the rights of LGBTQ+ people around the world. 

The importance of celebrating LGBTQ+ figures 

Celebrating LGBTQ+ figures is vital for many reasons. Recognising and honouring their contributions fosters inclusivity, promotes equality, and creates a more accepting society. 

Let’s take a look at the top reasons why celebrating LGBTQ+ figures is important: 

Representation: Celebrating LGBTQ+ figures provides representation for individuals within the community who have historically been marginalised or overlooked. When we can see role models around us, it helps us feel seen, heard and valued. 

Challenging stereotypes: LGBTQ+ figures have contributed to fields such as the arts, science, politics, activism, and entertainment. By highlighting their achievements, we challenge stereotypes and misconceptions that still persist. 

Inspiring future generations: Recognising and celebrating LGBTQ+ figures sends a powerful message to younger generations. It shows them that their sexual orientation or gender identity does not limit their potential for success and that they can aspire to impact the world positively. 

Education and awareness: Celebrating LGBTQ+ figures help educate the broader society about the community’s challenges and the ongoing struggles that need attention and support. Remember, Pride is a protest. 

Fostering social change: Recognising LGBTQ+ figures contributes to the broader movement for social change and equal rights. By highlighting their achievements and stories, we encourage a shift in societal attitudes towards greater acceptance and respect for LGBTQ+ individuals.

LGBTQ+ mentors image5 LGBTQ+ mentors to celebrate

1. Elton John 

World famous musician, equally talented singer and global superstar… you’d think Elton John had his hands full already, but he also mentors young singers, helping them find their feet. 

We all know that Elton John is an out and proud man, who made it easier for young people to embrace their sexuality, but he goes even further with outreach, ensuring emerging talents can contact him. 

Elton spoke to Lorraine Kelly in an exclusive interview, stating that if he sees an impressive new talent, he reaches out to them and offers his support with their careers. 

These small gestures ensure new artists benefit from his wisdom and share their music with the world. He’s a prominent LGBTQ+ mentor in the music industry and shows us all the importance of supporting those following in our footsteps. 

Win-win for everyone? We sure think so. 

2. Audre Lorde 

Audre Lorde certainly had the odds stacked against her, being born at a time when being both a lesbian and African American were discriminated against. Despite the adversity facing her, Lorde fought for her rights, becoming a famous activist – and later – mentor. 

The spoken word artist was a passionate activist, fighting for civil rights, LGBTQ rights and rights for women too. 

While spending time in Berlin, Lorde became a mentor to May Ayim and other minority artists, academics and activists who had previously struggled to find their voice. 

She even approached heterosexual, white women, attempting to build bridges and relationships for all females to thrive. 

While she tragically died of breast cancer in 1992, her legacy lives on, and she remains an inspiration to African American and homosexual women worldwide. 

3. Switchboard 

While Switchboard is a helpline and not a person, it has mentored LGBTQ+ people for decades, and famous activists such as Lisa Power volunteered there. In March 1974, the helpline answered its first call and became a 24/7 service just a year later. 

Of course, Switchboard was instrumental during the Aids epidemic, offering support to people ostracised by society. 

Today, the helpline still supports people struggling to come to terms with their sexuality, giving them actionable tips and friendly advice. 

Switchboard might not be a single person, but its mentorship gives people a chance to accept themselves and enjoy a happier life. 

4. Leanne Pittsford 

If you’re in the tech industry, you’ve probably heard of Leanne Pittsford. The American entrepreneur grew up in a conservative household and found it hard to accept her sexuality until the end of college, but the experiences would inspire her future career. 

Having worked for Equality California, Pittsford started her own agency, Start Somewhere, and co-founded the Lesbian Mentoring Programme. 

However, she wasn’t done there because, in 2012, Leanne created Lesbians Who Tech – her most famous organisation. The organisation gives gay women in the industry the opportunity to network with other professionals and support each other. 

By 2016, there were over 15,000 members of the organisation and scholarships available through the programme. 

There’s no doubt that Pittsford has achieved a lot in her lifetime, but her willingness to help others sets her apart. She was also listed as one of Business Insider’s most influential people in tech. 

5. Ryan Murphy 

Ryan Murphy needs no introduction, with a host of TV shows under his belt, and actors like Sarah Paulson and Zachary Quinto regularly collaborate with him. The writer and producer is best known for American Horror Story, American Crime Story, Glee and Pose. 

Both Glee and Pose were instrumental in representing LGBTQ+ characters, but he also has a mentoring programme that aims to help female and minority directors get valuable experience and support from more experienced professionals. 

The Half Director Mentorship Programme ensures that all directors working on Ryan Murphy productions mentor minority and female directors through all stages of the production process. 

Not only does the initiative foster a supportive environment, but it also gives aspiring directors hands-on experience. It will continue to encourage more females to enter an industry once dominated by men. 

Final thoughts

As you can see, these mentors broke boundaries, were fearless in reaching out to others and made positive contributions to society as a whole. 

There’s so much we can learn from them, so why not start today and build a mentoring programme for your organisation?

Most importantly, have a fantastic pride month and don’t forget to pay it forward – support your LGBTQ+ colleagues, friends and partners in any way you can. 

Find out more about mentoring with Guider:

How to Make Your Workplace LGBTQ+ inclusive

How to Avoid Rainbow Washing This Pride Month

D&I Statistics to Bookmark in 2023

How to Improve D&I Through Mentoring

Racial Diversity in the Workplace: Boosting Representation in Leadership 

Benefits of Mentoring 

5 Top Universities Thriving Through Mentoring in 2023

From student mentoring to peer learning programs for academics – there are so many different ways that mentoring can support your university.

And the benefits of mentoring are vast. With applications for diversity and inclusion initiatives, supporting mental health and upskilling your people, there are so many reasons to start a university mentoring program.

To give you even more inspiration, we’ve put together a list of 5 top universities that understood the assignment. These institutions are thriving through mentoring and we’re here to tell you that you could too.

The important thing to bear in mind is that this is just the tip of the iceberg, there’s so much more out there. But in the spirit of highlighting some great programs, let’s get started!

How is mentoring used in academic environments?

Mentoring programs are highly beneficial additions to any academic institution, and for good reason – there are so many different ways to implement mentoring. 

For instance, they have powerful benefits for inclusion. King’s College London is a shining example of this as they integrated peer mentoring into their institution in order to support BAME students.

This powerful level of support helps new BAME students to find resources, make the most of their courses, and get up to speed on university life. All while helping them to feel seen, heard and included.

Another advantage that mentoring can be used to create Alumni Groups. These support networks provide support to students in their post-university career progression. This is a highly valuable element in the ether of overwhelming professional decisions that we all face.

And the best part is, these efforts help your institution stand out in terms of support, and that can be terrific PR. 

📖 We’ve covered how to implement mentoring in your university in more detail in this guide 📖

5 universities with fantastic mentoring programs

Let’s get stuck into 5 UK and US universities that are thriving through mentoring:

1. University of Cambridge 

This world renowned university needs no introduction. And unsurprisingly its student mentoring program is top quality. 

The program has a laser focus on mentee aspirations, and so is great if you’re a Cambridge student looking for that additional support and opportunities for learning. If you’re willing to take on the responsibility of mentoring, then you’ll see great benefits. 

What’s more, it the university stresses the importance of picking the best mentor for your personal development needs, and has that a focus on holistic development.

2. University of Westminster:  Future Ready Mentoring Program

Westminster University’s ‘future ready’ program pairs students up with an expert in order to develop their skills, gain insight into progressional future, and even has a focus on networking, which is a highly beneficial skill to learn at the beginning of their career.

Further to this, according to TechJury, the most fundamental disadvantage of online meetings is “poor networking opportunities”, as deciphered by 69% of scientists. Now that we are moving back into a (partially, but more than before) in-person professional sphere, it is important to land networking opportunities where we find them, and what better place to start than University?

3. University of Southampton: Career Mentoring Program

This program is geared more towards training students to become mentors, rather than being mentored. If you’re a career mentor, or a newly-qualified academic striving to become one, programs such as this are often the first step on your career ladder. Plus, it’s good to help students in areas where you have had similar struggles, such as career planning. 

4. University of Washington

Now for the specialised areas! At the University of Washington, an undergraduate mentoring program is available to students studying  Economics. This means that the course is a little more niche in terms of the direction that it gears you towards. But the program itself covers a huge number of areas from career development to interpersonal relationships in the workplace.

In fact, it even offers practical advice such as managing a healthy work-life balance, which is a highly stressed element of work today.

5. University of Florida:  Multicultural Mentor Program

Finally, the University of Florida provides a Multicultural Mentor programme that offers monthly connections, ‘goal accountability’ (important for our development and finessing our career objectives), and general support. It’s advertised as a boost for first-year students to have a deeper relationship with the University as a whole.

Once again, this program works for students and aspiring (or seasoned) mentors alike, as it also offers the chance for career mentors to get onto the program and become a source of expertise at the Uni.

The verdict

Overall, when implemented and used to the fullest advantage, mentoring programs can transform your university in the best of ways. Not only does it up the ante in terms of support levels, which we all need for our career paths (which can be complex and confusing after we have graduated) but also promotes inclusion, and provides great PR for your institution.

When you implement mentoring through a platform like ours, you can scale your program with ease. Connecting students and faculty around the world has never been easier. Book a demo today to find out more. 

Diversity and Inclusion

Tackling Unconscious Bias in the Workplace: Definition, Examples, and Solutions

Unconscious bias happens without us realising it.

When we meet someone, it’s natural to make judgments about them based on a variety of characteristics. These may be positive  or negative and based on factors such as age, weight, accent, religious values etc.

Our brain makes quick judgements to help us understand someone even if we don’t feel that way. This unintentional bias can impact the way that we treat people, extending to recruitment, onboarding, and work-related activities. 

Without paying attention to bias – understanding our own and calling out other people’s – the negative effects can be devastating.

In fact, according to studies—25% of employees reported that their workplace tolerated racial jokes, 1 in 8 trans people were attacked, and 41% of employees reported having experienced discrimination due to their age. These stats prove biases and discrimination are still major issues in companies. 

The knock-on effects of this can affect the confidence, career-opportunities and mental health of those on the receiving end. As well as impacting company productivity and morale.

For HR and upper management, tackling this bias is of utmost importance as they are in charge of hiring, training, and upskilling employees.

In this guide, we will go over unconscious bias and discrimination, examples of unconscious bias, and how to deal with it. 

Tell me, what is unconscious bias exactly? 

Unconscious bias is making a quick judgement when we see or hear a person for the first time without knowing anything about them. We draw on our past lived experiences, stereotypes, or other social conditioning to form a quick impression of who someone is. 

Having biases is something natural, everyone has some level of it. This is because our minds need to compartmentalise information to understand better and make sense of it. The same protocol is applied to everyone we meet and have met in our lives. This also helps us to make quick decisions instinctively in high-stress scenarios that may protect us.

However, in a workplace, this can have a negative impact. Judging someone based on their name, appearance, or gut instinct can be unfair, even if the judgment is positive. We might not notice it, but the individual on the receiving end certainly can, creating a rift between employees and departments.

Women in tech forum white paper: mentoring for womenWhat is unconscious bias in the workplace? 

Unconscious bias in the workplace is what it sounds like—it’s biased opinions or judgements in the workplace. But, again, this is unintentional and a product of past or current experiences, notions established due to stereotypes, gut instincts, and cultural or societal expectations. 

There are many instances of employees being subjected to implicit bias, these include: 

  • Managers preferring employees with a specific education as they deem it important for the business
  • Women or people of colour being given menial or ‘non-promotable’ tasks

Physical conditions can also be a source of discrimination, as 50% of pregnant women reported having faced some kind of bias towards them due to their condition. It is also vital to understand that workplace discrimination leads to low morale, efficiency, and productivity, resulting in an unfavourable company image and low retention. 

What are examples of unconscious bias? 

As we have established, there are plenty of reasons for people to develop an unconscious bias in their daily lives and the workplace, but these can be categorised to help us better understand because only when we understand the issues can we move past them. 

Age bias in tech

According to AARP—the technological sector has the highest percentage of employees facing ageism, and a study from the University of Gothenburg (Sweden) resulted in a statistic that said people in tech deem “35” to be old. 

Age-based discrimination means older employees are seen as “out of touch” and can’t provide value any longer as times have changed, but this is based on the assumption that older employees haven’t stayed up to date with the latest trends. 

Disability bias

Employees with disabilities can be considered challenging to work with as their disabilities would keep them from ‘pulling their weight’, but a study conducted by Walgreens showed that abled and people with disabilities are equally as productive

In fact, many people with disabilities or long-term health conditions, are actually working harder than the average person to stay on top of their work while managing their health. The bias they experience can be stressful as people may feel that they have to over-work to be seen as equal to an able-bodied colleague.

Halo effect

The Halo effect has other names, such as the “what is beautiful is also good” principle and the “physical attractiveness” stereotype. This is a bias of our cognitive abilities in which the human mind transfers the perspective of one trait to other aspects.

For example: If an individual is physically attractive and well-spoken, then the overall image is that they are also good at their job and liked by others. However, this overwhelming positive influence can also subject the target to be seen as someone with no flaws and alter our judgement of them in a way that’s actually negative. 

Horns effect

This is the opposite of the Halo effect. The Horns effect is the overwhelmingly negative perception of any trait that leads to skewed or unfavourable judgement towards them. 

For example, a company releases a defective product that negatively impacts its image and reliability—while they may recover it over a period of time, that mishap will always be a part of the conversation whenever the company is being discussed.  

Affinity bias

Birds of a feather flock together—you probably have heard this before, and it’s an important point to explain how affinity bias works.

When people see others with similar experiences, educational and cultural backgrounds, upbringing, etc., they form a likeness towards them and favour them more. Which can lead to others being excluded and a loss of innovation as the group may not challenge each other to think differently. 

Listen to Angie Vaux on the Guided podcast on the importance of mentoring, coaching and personal advisory boards.How do we tackle unconscious bias and promote inclusive behaviours? 

This is infamously tricky, however there are various methods organisations can employ to tackle unconscious bias—let’s look at a few of those: 

1. Acknowledgement

The first step to dealing with any issue is realising and coming to terms with the fact that there is an issue that needs to be resolved. Everyone, regardless of where they come from, their religion, race, sexuality, or education—holds some form of unconscious bias.  

So only when you accept that these stigmas and notions are a part of life and are everywhere, affecting millions of people globally—will you move towards breaking them down and making a change for the better. 

2. Mentoring

Designing and implementing a custom-tailored mentorship program can do wonders to tackle unconscious bias in the workplace as it can focus on the root cause of the issues and provide experiences that can change the established notions. 

When you pair employees with different backgrounds to work together and learn from each other—they establish a bond beyond the workplace. Employees see the other side of the fence and realise that the stereotypes or assumptions they may have are just that and the other person is more or less like them—coming from similar backgrounds, having similar experiences in life, and facing the same challenges. This develops a feeling of relatability that eliminates bias and creates a diverse and positive working environment throughout the company. 

A mentoring system can also help streamline the onboarding process and provide employees with a comfortable and positive environment where they can be vocal about their issues and receive guidance from others, which will help them better settle in and raise their confidence and satisfaction. 

3. Lead by example

The employees will do what upper management asks them to do; if those actions have a negative effect, it will result in a negative company culture. Therefore, HR, managers, and other employees in a leadership positions should be role models for others to follow.  

Allow yourself to make mistakes, be vulnerable, and learn from them. This will create an environment where learning is prioritised, and the culture is diverse and cohesive. In addition, if the senior employees are facing these issues and have actively worked on them to reduce the impact of discrimination, then this will motivate others to do the same. 

4. Take an assessment test

These subtle stereotypes are so deeply and carefully embedded within us that, at times, even when we want to work on them, we can’t because it’s challenging to differentiate and pick out our flaws to change these deep-rooted notions. 

So self-assessment can be done via different tests, such as one test developed by Harvard called the “Implicit Association Test,” which helps you root out different associations you may have that result in the development of unconscious bias. 

The verdict 

Now that you better understand unconscious bias and how it can deteriorate an organisation’s culture, environment, and productivity, you can start to tackle it in your day-to-day work life.

Remember that, employees being discriminated against may have low motivation, confidence, and satisfaction, leading to a low retention rate for the company. 

And that mentoring is a highly effective solution to deal with implicit bias within your company as it helps employees understand each other and grow closer. So, If you’re looking for help setting up a mentorship program, consider talking to our expert team!

Check out our other articles for further reading: 

How to Champion Diversity in Remote Teams

Unlock the Power of Employee Resource Groups

50 D&I Statistics to Bookmark in 2023

How to Improve D&I With Mentoring

How to Build Psychological Safety

Avoid Rainbow Washing This Pride Month

Retain Top Female Talent With Guider

6 Effective Diversity and Inclusion Strategies to Implement

Benefits of Mentoring 

Mentors Assemble: The Benefits of a Personal Advisory Board

There’s nothing better than refining our goals and achieving them. One-on-one mentoring is one such way to get you there, but if you want to up the ante then a personal advisory could be the way to hit your targets and transform your growth faster. It’s reported that 74% of companies are implementing this so why not apply the methodology to individuals? 

In this guide, we share everything you need to know to make the most of a mentoring advisory board including a definition, how to tell if you need one, and whether it is a better strategy for your company than mentoring.

What is a personal advisory board?

A personal advisory board is essentially a group of experts that you assemble who act as a sounding board for your ideas. It can be made up of mentors, coaches, peers – whether paid or unpaid – that you consult about the range of challenges that you face in the workplace. 

The key element here is expertise. You want to create a group of people that you can turn to with expertise in different aspects of your work. It’s great for people in leadership roles, or for people taking on major new projects that need to learn new ways of working fast. 

For instance, you may have a financial mentor on your board that can give relevant advice on ROI and the risks involved in a particular plan. Equally, you might also find a coach that can help you work on leadership techniques. The goal is to create a valuable braintrust that you can turn to at any time for feedback and ideas development. 

📖 Find out more about the powerful benefits of mentoring in our guide 📖

What are the benefits of finding an advisory board?

There are naturally many benefits to assembling an advisory board, it really comes down to the people that you bring into the fold. Different individuals will bring unique expertise to the role – from long trusted mentors to peers that you turn to for advice. 

You’ll see benefits to your ability to problem-solve, overcome challenges and tackle new projects with fresh insights. Essentially, you get all the benefits of mentoring and coaching, and then some.

Once you have assembled your team of advisors, you’ll need to set up regular meetings and agree on the best way to communicate. Then you can reap the rewards of having a team of experts on your side guiding the way. 

Listen to Angie Vaux on the Guided podcast on the importance of mentoring, coaching and personal advisory boards.

Is a personal advisory board better than a mentor?

This really depends on who you are and the complexity of your role or industry. Generally, multiple experts are better than one, as you can cover much more ground this way and gain a wider range of perspectives. 

If you wish to implement a structured, formal braintrust to turn to for rigorous advice, feedback and guidance, then an advisory board might be right for you. It’s also a great way to widen your network and make yourself known to more people. 

Otherwise, if you’re looking for something less intense then one-on-one mentoring could be right for you. Not only do mentors assist you with career development and sharpening your skills, but develop confidence and communication skills too. 

5 signs you need a mentoring advisory board

Sign 1: Lack of structure

If there is a distinct lack of structure in your work life, then a mentoring advisory board can help you to redefine and reinvigorate your work, not to mention help you stay accountable to your goals. 

Sign 2: Unrefined objectives

When we don’t refine our objectives, we can end up being productive without a cause, which can lead to a misguided trajectory. A mentoring advisory board can help you to recalibrate your objectives, so that you can then chart the right path to get you there. 

Sign 3: Conflicts of interest

Sometimes we are run off course by conflicting priorities and interests. Using a personal advisory board, you can get a range of perspectives on any issues that arise and keep yourself on track.

Sign 4: Commitment issues

If you or your team are having trouble committing to the work, an advisory board can be there to realise this for you, which can lead to getting back on track. Often, commitment aversion happens without our knowing it, and so it is helpful to have a team in-house to remedy this quickly.

Sign 5: Trouble prioritising workloads

When you learn quickly, take on responsibility or try to hit multiple objectives at once – it can be easy to feel overwhelmed. Building a support network of multiple mentors and other trusted advisors can help you prioritise effectively and build the skills you need to lead. 

How do I assemble my board of mentors?

There are a few ways to do this, depending on what’s available to you. You can meet and find experts to form your advisory board through: 

  • Internal mentoring programs
  • Networking events
  • Your existing network
  • Reaching out to peers and colleagues
  • Professional coaching networks

It’s important to identify what areas you need more support in and search for people with relevant expertise in those areas. It may take some trial and error to find the right people, as what you’re looking for is that magic combination of expertise and chemistry. 

📖 Our article on finding a mentor has lots of relevant tips and advice for finding advisors too 📖

If you have been working in your field for some time, then chances are you have run into some fascinating professionals that you can speak to. In this instance, it’s a simple case of reaching out and asking for a coffee before asking them to mentor you. 

The verdict

A fully-fledged personal advisory board is a highly beneficial, influential juggernaut to assemble. It could be the difference between success and failure. So, if you’re taking on a new project, heading up a team or business, or about to step into a new promotion – then start assembling your experts today! 

If you need further guidance on mentoring, check out our other relevant content: 

What is Group Mentoring?

What is a Mentor? 

Top Characteristics of a Mentor

What is Peer Learning? Definition, Benefits and More

Top Mentoring Skills 

How to Run Effective Mentor Training 

Top 10 Companies Making the Most of Mentoring

Have You Heard of Mentoring Circles?