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247compliance is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1 PDC for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.

Mentoring, essential for effective Talent Management and Development, is growing more important as organizations look for competitive advantage in recruiting, developing and retaining talented people. Mentoring is becoming an essential leadership skill, and the ability to mentor is one way that leaders set themselves apart from mere managers/administrators. The first mentor was Nestor, the trusted advisor of the King of Sparta in the Ancient Greek poem the Odyssey. This webinar will describe mentoring as an essential leadership skill, will distinguish it from coaching, and will describe effective ways (strategies) to use mentoring to build a High-Performance Workplace corporate culture.


Upon completing this session, participants will be able to:

  • Understand what it is to be a mentor
  • Distinguish a mentor from a coach
  • Review the importance of mentoring
  • Discuss the difference between formal and informal mentoring programs
  • Summarize how mentoring programs are established and carried out
  • Review how mentoring programs are useful in talent management programs, succession planning programs, and other Human Resource (HR) efforts
     

Workers are attracted to organizations based on the reputation of an employer (the employment brand) and stay with employers that deliver on that brand promise. Mentoring is key to effective employee engagement and to employee retention. But it is not always well understood and is sometimes confused with coaching or sponsoring workers. This session will describe proven strategies to use mentoring to best effect.


  • What is mentoring?
  • Why is mentoring important?
  • What is the difference between formal and informal mentoring?
  • How does mentoring differ from coaching?
  • What are the different types of mentoring?
  • Why is mentoring critical to effective talent development and talent management?
  • What model can guide effective mentoring? How does the mentoring model differ from coaching?

All organizations can use mentoring programs effectively.


William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow is President of Rothwell and Associates, Inc., a full-service consulting company that specializes in succession planning. He is also a Professor of Learning and Performance in the Workforce Education and Development program, Department of Learning and Performance Systems, at The Pennsylvania State University, University Park campus. In that capacity, he heads up a top-ranked graduate program in learning and performance. He has authored, co-authored, edited, or co-edited 300 books, book chapters, and articles—including 64 books. Before arriving at Penn State in 1993, he had 20 years of work experience as a Training Director in government and in business. As a consultant he has worked with over 50 multinational corporations--including Motorola, General Motors, Ford, and many others. In 2004, he earned the Graduate Faculty Teaching Award at Pennsylvania State University, a single award given to the best graduate faculty member on the 23 campuses of the Penn State system. His train-the- trainer programs have won global awards. His recent books include Innovation Leadership (Routledge, 2018), Improving Human Performance, 3rd ed. (Routledge, 2018), Evaluating Organization Development: How to Ensure and Sustain the Successful Transformation (CRC Press, 2017), Marketing Organization Development Consulting: A How-To Guide for OD Consultants (CRC Press, 2017), Assessment and Diagnosis for Organization Development: Powerful Tools and Perspectives for the OD practitioner (CRC Press, 2017), Community College Leaders on Workforce Development (Rowman & Littlefield, 2017), Organization Development in Practice (ODNetwork, 2016), Mastering the Instructional Design Process, 5th ed. (Wiley, 2016), Practicing Organization Development, 4th ed. (Wiley, 2015), Effective Succession Planning, 5th ed. (AMACOM, 2015), The Competency Toolkit, 2 vols., 2nd ed. (HRD Press, 2015), Beyond Training and Development, 3rd ed. (HRD Press, 2015), The Leader’s Daily Role in Talent Management (McGraw-Hill, 2015), Organization Development Fundamentals (ATD, 2015), Creating Engaged Employees: It’s Worth the Investment (ATD Press, 2014), The Leader’s Daily Role in Talent Management (Institute for Training and Development [Malaysia], 2014), Optimizing Talent in the Federal Workforce (Management Concepts, 2014), Performance Consulting (Wiley, 2014), the ASTD Competency Study: The Training and Development Profession Redefined (ASTD, 2013), Becoming An Effective Mentoring Leader: Proven Strategies for Building Excellence in Your Organization (McGraw-Hill, 2013), Talent Management: A Step-by-Step Action-Oriented Approach Based on Best Practice (HRD Press, 2012), the edited three-volume Encyclopedia of Human Resource Management (Wiley, 2012), Lean But Agile: Rethink Workforce Planning and Gain a True Competitive Advantage (Amacom, 2012), Invaluable Knowledge: Securing Your Company’s Technical Expertise-Recruiting and Retaining Top Talent, Transferring Technical Knowledge, Engaging High Performers (Amacom, 2011), Competency-Based Training Basics (ASTD Press, 2010), Practicing Organization Development, 3rd ed. (Pfeiffer, 2009), Basics of Adult Learning (ASTD, 2009), HR Transformation (Davies-Black, 2008), Working Longer (Amacom, 2008), and Cases in Government Succession Planning: Action-Oriented Strategies for Public-Sector Human Capital Management, Workforce Planning, Succession Planning, and Talent Management (HRD Press, 2008).

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