How Mentoring can focus Organisations on developing potential

The role of Mentoring is changing.

Nowadays, mentors not only improve the hard skills competencies and potential, but also contribute to making a difference, a change and an improvement in people’s personal lives.

To achieve both sets of benefits, having the figure of a mentor is something that neither organisations nor people can leave to chance. The benefits it brings to every level of the organisation are substantial for its development and progress. There are four processes to undertake according to organisational consultant María Luisa de Miguel:

  1. Accelerating the process of developing potential and thus obtaining an attraction for top talent to want to join the organisation.
  2. Capitalising on the knowledge accumulated by the people within the organisation and spreading it.
  3. Generating bonds and valuable relationships among people. Creating a feeling of belonging improves performance, productivity and organisational commitment.
  4. Facilitating and accelerating the processes of change and transition which are constantly happening within companies, allowing a better and faster adaptation to new challenges and demands.

Tools that enhance the process!

Starting a mentoring process with the PDA Assessment allows all the involved parties to have a deep knowledge of the fundamental elements to work on. It understands the strengths and areas of opportunity, allowing the creation of a more informed and conscious path to success. In addition, it creates a relationship that arises from understanding the natural styles of both parties and the best way to complement each other. It creates a superb agenda for personal development.