From the shallow
pool to the diving board, most of us in internal comms
have been pushed in at the deep end. That moment when
the HR Director or CEO finds your desk. The new vision,
values, strategy or product has to be ‘launched’
to employees in six weeks. And it’s your moment
to shine.
Your best chance yet to influence how internal comms
are managed in your company can be frightening and overwhelming.
Next time you think you might sink rather than swim
- reach for a mentor.
Mentors
Your mentor won’t keep you afloat by doing the
work for you. He or she will support you as you manage
the project in your own style and develop your skills.
Your mentor will prompt you with suggestions, ideas,
and feedback. He or she will seek success – and
it will be your success they are focused on. So you
achieve your personal goals as well as the project’s
– and come out of it stronger. Ready for next
time.
How it works
Typically, a mentoring arrangement would start with
you agreeing targets - both for the business and your
own development.
You would arrange regular meetings, often supplemented
by telephone calls. You would lead these conversations,
focused on the task in hand. Your mentor will jump in
when they can see pitfalls, opportunities, or another
way of doing things.
When to shout
Managers love mentoring because it builds on talent
and confidence, and trains you without taking you off
the job. So you don’t need a crisis of resources
or confidence to call in a mentor. Just the will to
invest in your personal development. Something we often
neglect because of the busy schedule.
So next time the tide starts coming in too fast. Start
swimming and shout for a mentor.
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