Is Your Company Positioned to Succeed: Successful People Have Mentors
In this speaking keynote, Roxanne shares 10 of the top things all organizations do that sabotage a mentoring culture. Everything on her list is something unexpected but vital.
Number one: Mentoring relationships need to be driven by the mentee.
Within Fortune 1000 companies 64% use mentoring as an educational tool and within their leadership development portfolio. That number, according to the Association for Training and Development, increases to 71% among of Fortune 500 companies. It’s worth noting that 75% of executives credit their mentors with helping them reach their current positions.
There is a war for talent. The rate of learning in an organization has to be greater than the rate of change for the survival of the organization.
The question, “How can I continue to learn and grow?” resonates with employees of all generations. The way an organization helps employees answer that question is the competitive advantage in ATTRACTING, DEVELOPING & RETAINING talent.
You will learn:
- The characteristics of a mentoring culture
- Why the Renaissance —Why now is the time for mentoring
- Where things can go wrong
- Practical solutions you can apply today
A mentoring organization is one where collaborative learning and individual empowerment provide the foundation for an organization that, through mentoring, becomes viable, flexible and adaptable to change and is primed for growth.
Mentoring provides opportunities for learning beyond traditional training programs. The objective becomes developing employees beyond content and towards individual growth. The development of competencies and wisdom that cannot be “taught”, but can be learned and shared is the keystone of mentoring.
This speaking keynote can also be presented as a training workshop.