Uniting Formal and Informal Learning with Collaboration and Mentorship: Questions Answered

Navigating mentorship in today’s corporate landscape was the hot topic at our recent webinar, “Building Bridges,” featuring Guider CEO Nick Ross and 360Learning CLO David James. 

For those who couldn’t attend or want a quick refresher, here are some key questions tackled by Nick Ross, Guider CEO, in the discussion.

How can I get buy-in from top leadership for new mentorship programmes?

The key is to communicate mentorship programmes as business enablers – because they are, 67% of businesses reported an increase in productivity due to mentoring.

Present real data that links peer-to-peer learning to tangible business outcomes like increased employee engagement, retention, and productivity. Once leadership sees the ROI, buy-in becomes a no-brainer.In addition, storytelling can be a powerful tool. Highlight success stories within the organisation or from competitors who have benefitted from such programmes.

What are the ‘best results’ in mentee-driven matches?

As opposed to mentor-driven matches, we find that relationships directed by the mentees have the best results by analysing the following:

• Skills attained 
• Engagement rates – and how these change over time
• Employee retention
• Relationship quality and knowledge sharing – though this can be harder to quantify, it is equally important

Mentee-led matching utilises a bottom-up learning approach, allowing individuals to choose what and when they learn, or, learning in the flow of work. 

What are the benefits of platforms where learning material and communities are integrated?

LXPs like 360Learning integrate community-driven learning experiences with personalised, formal learning paths that can facilitate continuous learning. 

Guider also provides a central learning hub, where L&D material can be accessed within mentoring sessions, offering an accessible environment for continuous development. 

What makes a good mentor?

A good mentor utilises empathy, active listening, and a willingness to invest in the mentee’s growth, we offer guides to support mentors throughout their relationship, such as preparing for your first session, providing constructive feedback, and promoting mentee self-confidence and success.

Does Guider accommodate mentoring for enterprise companies?

Absolutely, peer learning works best at scale!

By providing instant mentee-driven matching based on chosen skills, goal setting and real-time reporting, Guider facilitates the scaling and evaluation of mentoring and peer-learning programmes. This has been an integral solution for large organisations to close skills gaps and create a culture of inclusivity.

Does gender have an impact on mentorship?

It’s important to promote that anyone can be a mentor, gender can play a role but shouldn’t be a limiting factor. At Guider, we aim to focus on aligning skills and goals.

Promotion and retention rates in women and minorities increase to 38% with a mentor from just 14% for those without, however, research shows that a staggering 63% of women have never had a formal mentor.

We work with many organisations to empower and upskill their female workforce. Reed harnesses Guider to increase accessibility for women in the technology sector, with connections forming across the industry.

Watch the full webinar here.

Do you have more questions about building a mentoring programme in your organisation? Download our E-book The Ultimate Guide to Launching a Mentoring Program.

Additional resources:

• Facilitating Female Leadership
• The Business Case for Mentoring