Yesterday we launched a London wide peer to peer mentoring scheme for the CIPD. It was chaotic and overwhelming and as I wake up this morning there is a good chance to that 40 people will get a mentoring relationship out of the exercise, which would be amazing. Thanks to all the mentors – it was incredible to see you all in there.
The evening was run a bit like speed dating, so we got to see a host of mentees over the evening and listen to what they wanted to a mentor.
The bit where I’m annoyed
What worried me was that most of them just wanted a manager – or what their manager should be providing.
- I need to get more confidence
- I need to understand how to talk to a senior team
- I need to understand data better
- I need someone to be on my back constantly to deliver
- I’m working in my comfort zone, I need someone to push me
As I listened I became more and more concerned at the level of support afforded to people by their managers. Especially in the SME world, but also in larger organisations.
It seems I got incredibly lucky in my career because the list of things above are all things I’ve been coached and supported through by my manager at various parts of my career. It’s fair to say I wasn’t allowed to be bad at them.
And most of the list comprises things that you need to see someone in action (or more regularly than a mentoring relationship tends to be) to support and advise on.
I’m sure people will benefit from the evening and the relationships formed – but they would benefit even more from some care and investment from their manager each day. A regular meeting with a mentor can’t fill the gap caused by regular neglect. It shouldn’t have to. Managers – up your game.