How will organizations succeed in attracting the next brightest minds? By paying attention to their development.
That’s the conclusion of a recent Business Insider article, which references the results of recent global surveys by PricewaterhouseCoopers, explaining that Generation Y employees consider training and development to be a more important benefit than cash bonuses.
PwC’s Millennials Survey also found that 98% of millennials believe having a strong mentor is critical for their development.
It’s no surprise, then, that there has been a resurgence of interest in workplace mentoring programs recently. But it’s not as simple as setting up a mentoring program. Whether or not a mentor pair is successful is highly dependent on the effectiveness of the mentor-mentee match.
A great example is the work that HBDI® Certified Practitioner Lynne Krause has done in creating mentor pairs based on HBDI® Profile data.
Through her work with the US Naval Command and others, Lynne found that matching mentors and mentees with similar thinking preferences led to better communications, faster bonding and increased trust. The result is longer lasting and more mutually beneficial mentoring relationships.
In the US Naval Command project, matching mentors and mentees based on their thinking preferences led to a 99% success rate in terms of the pair “sticking,” a huge improvement over the previous success rate of just 50%.
