How do you engage your people during organisational change?

New approaches to mentoring means it is not old hat

Mentoring is certainly not old hat

I’m asked quite often whether mentoring really works as a way to engage people during organisational change.

My answer goes something like this:

  • Research shows that organizations who establish a mentoring programme will see a significant effect on levels of employee engagement.
  • However, employee engagement during times of change is important. It builds understanding. It builds commitment. As a result, people see their organization positively and they will ‘go the extra mile ‘.
  • The old hat model of ‘mentoring for high-flyers’ is overturned by being most effective with the bottom 20% of performers.
  • Mentoring delivers higher levels of engagement and is valuable.

These days mentoring is a much broader approach.  Rather refreshingly it now applies to everyone.

Mentoring is for everyone

Mentoring is for everyone, it builds skill and confidence

Mentoring is especially useful in virtual teams, project teams and during organisational change. Nowadays mentoring is about learning and advising. When carried out in this way it raises levels of knowledge and skill, builds competencies and develops confidence.

If you need to introduce a change to how people work, then consider using mentoring to help people engage in the change and sustain it in future.

Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations