Diversity in Engineering Managing the Workforce of the Future (2002) / Chapter Skim
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Pages 99-104
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From page 99... ...
are responsible for identifying their preferred mentors and approaching them with their requests. Based on their experience in DuPont's mentoring program, the participants have learned that successful mentoring relationships require that both parties be interested in learning from each other and that both believe the experience of mentoring is valuable, to the individuals involved and to the company.
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From page 100... ...
Finally, succession planning should be part of the program. Some of the pitfalls and challenges of mentoring programs identified by du Pont are: meeting too infrequently, lack of meaningful discussions, and failure
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From page 101... ...
Mentoring programs would be implemented in different ways depending on their objectives. Another critical component was commitment from the leadership in the company or institution and the communication of that commitment to employees throughout the organization.
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Mentoring programs that have built in "fault-free termination" are more effective. Finally, the third question was if there is a "best" way to deal with crossgender, cross-racial, and similar issues in mentoring programs.
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