Every business needs a plan of succession, whether in response to a injury or death of the owner or other key individual, or for a business to be handed down to the next generation.  The best place to find those who can lead to the next stage of the life of your business may be already working for you.  Mentoring the next generation of leaders is some of the best investment of time current leadership can make.

This post was sent to me from the Harvard Business Review.

 

Find Daily Opportunities to Mentor Junior Employees

Many companies have formal, hierarchical mentoring programs nested somewhere in their HR department. But evidence shows that these programs alone won’t sufficiently engage or develop junior talent. If you’re interested in mentoring, think about becoming a “mentor of the moment,” by seeking development opportunities in daily interactions. Check in regularly with junior colleagues. See how things are going and offer support or resources as appropriate. Ask questions about their development such as: “In a perfect world, what would you be doing in 10 years? How can I help make it happen?” When you observe a junior employee in action, make time to provide reinforcing feedback about what you found most successful and what you learned. This type of mentoring, while informal, often pays off big for organizations in terms of better retention and more loyalty and commitment among employees.

This tip is adapted from “Real Mentorship Starts with Company Culture, Not Formal Programs,” by W. Brad Johnson and David G. Smith

 

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