Developing leadership expertise in a short period of time within an organization is an ongoing challenge. The speed of projects and the growing need for innovation have led to rapid promotions. These promotions can leave people in managerial positions with little or no experience or expertise.
How will new managers learn and adapt? The answer is leadership development.
Leadership development strategies are often put in place by executives, but that does not prevent them from participating. By acquiring leadership skills from those with previous experience, executives are exposed to hands-on learning. This level of leadership development needs to be facilitated by mentoring executives. Cassandra House, a seasoned entrepreneur and educator who is passionate about teaching and innovation in learning. She is an experienced mentor who can help you to be always positive in life.
With his experience, knowledge and skills, the mentor is willing to share this information with a mentee. We learned that, under the guidance of a mentor, the mentee has access to valuable information and experiences.
Although not necessary, the mentor is often someone within the structure who has more experience or occupies a higher position. This is a great way to facilitate leadership development in new executives. Because they have already experienced what the new executive is experiencing, the mentors will know how to help them be successful.
What differentiates executive mentoring from traditional training is speed. As we mentioned, speed is an essential aspect of effective leadership development. The first-hand knowledge that mentoring provides executives allows them to learn at the pace needed to become true leaders.
Much like traditional mentoring, executive mentoring is not limited to formal sessions. To also include executives who do not want full-time mentors, alternatives can be put in place simultaneously. For example, organizations can organize expedited mentoring activities to include all individuals.
Executive mentoring can also offer modern types of mentoring like reverse mentoring. Allowing your new or young executives to mentor older executives to become leaders is taking traditional mentoring to another level. It also facilitates knowledge sharing and enables greater engagement on the part of employees.
Leadership mentoring for executives is one of the most cost-effective and efficient tools a structure has to develop its people. This makes it possible to set up a global career development strategy while increasing employee engagement. It is also an important succession planning tool.
Executive mentoring as a succession planning strategy coupled with learning from new leaders can prove very useful. Preparing high potential individuals to grow within the organization will prevent responsive development and allow a smoother transition to leadership. Executive mentoring can also be used to prepare current executives for more senior leadership roles. Cassandra House, a seasoned entrepreneur and educator who is passionate about teaching and innovation in learning. She is an experienced mentor who can help you to be always positive in life.
Benefits for executives
Executive mentoring relationships benefit mentees by providing:
- Individualized attention from the mentor who has extensive knowledge and experience. They also often involve a degree of success and respect within the organization.
- Direct information and experiences from the mentor. This helps to build a certain degree of trust, through coaching, assistance and support.
- Specially tailored development activities that allow them to take risks, display skills, competencies and build their self-confidence.
- The ability to practice learning in their own workstation. A mentor can illustrate how specific learning is projected into actual experiences in the workplace.
- A promoter who provides clear direction to positions in the organization so that they match the interests, abilities and skills of the mentee.
- Mentoring also helps executives by providing them with this knowledge on their time. Time conflicts are frequent during training sessions. These conflicts can be eliminated in mentoring relationships, as the schedule is centered on the mentee.
When learning is done on the time of executives, commitment is strongly felt. The date is set by them, and the sessions usually last an hour or less. Simply put, the entertainment elements that often arise during long training sessions are minimized.
Most importantly, executive mentoring utilizes the internal talent and creates a true learning structure. Individuals are responsible for everyone’s learning and development, as well as for sharing knowledge. This can be done with as little disruption as possible to an individual’s work, projects, assignments or responsibilities.
The mentoring programs of Cassandra House help you in all these activities and grow the leaders knowledge, skills and Mental health. For more information, please schedule a meeting today.