Thereâ€™s an interesting discussion this month in the print version of CONSULTING magazine about mentoring programs in consulting firms. Whatâ€™s notable is how diverse the programs are. Some are highly structured, while others are based on encouraging mentees to seek out their own mentors among the senior staff.
One common element is the claim that senior people are evaluated on how well they develop their mentees. I wonder how real this is, and how much is just paying lip-service. Iâ€™m sure itâ€™s on the list, but I donâ€™t know how much weight is actually given to it. After all, senior people have lots of other things they are evaluated on.
Do any of you have experience being effectively mentored inside your firm? What were the key elements that made the mentoring program work well in your organization?