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Summary
Mentoring
Mentoring requires a commitment by the organisation in terms of resources, time and staff. An organisation’s culture is defined by the strength and vision of its leadership. Through mentoring leaders can create and facilitate a core group of positive-minded, excellence-driven individuals within their sphere of control.
Mentoring can be introduced as a formal program or it can be accepted informally as part of the culture of an organisation. Before introducing a formal program the organisation needs to:
- identify its mentorship goals
- who will be the mentors; and
- who the program is designed to mentor.
This includes identifying the values, work related traits and behaviours that need to be developed.
Mentorship programs facilitate succession planning and develop people. Guidance must be open and honest and tempered with respect for others.
Not everyone can be mentored and not anyone can be a mentor. Mentoring requires time. In a small business, time is critical. However, time invested in mentoring is repaid when the individual reaches a level of competency to assume more responsibility and allows the organisation to focus on other elements of its strategic development.
For professional consulting services contact: http://www.hrsolutions.com.au/contactus.php
Conflict Resolution
Conflict resolution is a positive process whereby individuals resolve issues in an informal or formal atmosphere, or where issues are resolved as part of the ongoing interaction between individuals.
Conflict is a normal part of doing business because organisational members have different and often opposing goals. However, these differing goals keep the organisation vital by stimulating creativity, promoting innovation, and bringing about change. Organisations totally devoid of conflict would become apathetic, stagnant, and unresponsive to change. Conflict should not, therefore, be simply judgmental and evaluated as "good" or "bad," but instead should be evaluated from a broader perspective, which takes into consideration the individual and the organisation. Resolutions that reflect the mutual interests of the disputants, or interests-based methods, are likely to result in fewer formal grievances, improved morale, and more effective use of human resources.
For professional consulting services contact: http://www.hrsolutions.com.au/contactus.php
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