Based on two years of experience, Christina and the group have to make their peer mentoring program vital for these collaborating.
“We’re planning to run it as soon as extra this 12 months, nevertheless as a substitute of working it for six months, we’re planning to run it from mid-April to mid-July so that people can have considerably break after summer season season. That’s the official half. If people choose to be in contact after that, by all means, they should,” she says.
Whereas Christina understands that some companies prioritize internal mentoring, she has found that companies who’ve between 100 to 300 workers revenue significantly from an inter-organizational peer mentoring program.
“On the end of the day, we’re open to all. We had any person who solely represented his agency as a info supervisor remaining 12 months, and he truly liked the experience. So, as long as you’re open to finding out and sharing your experience, we’re blissful to have you ever ever on board.”
On account of Christina for sharing her insights and experience with us!
For additional skilled suggestion and insights about mentoring, attempt how Frédéric Voyer at My Job Glasses designs career mentoring by leveraging human connections or Johnathan Saller’s four-step technique to creating a mutually helpful mentoring program at Disney Media & Leisure Distribution.
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