ABSTRACT
The main reason is that putting two individuals together with the hope that they can get along and develop a meaningful relationship is so subjective. The client is a leading global insurance organization that wanted to start a mentoring programme for its identified high potential mid-managers in Singapore. The intended mentors were members of the senior leadership team. As this was a pilot programme, it was decided to start small with just four mentees. The matching methodology then follows a five-step process that is centred on a competency-based criterion. The mentoring programme manager should form an ad hoc mentoring committee that will meet to determine the matching. The diverse committee will also ensure that the matching is objective and encompassing and not a Human Relations/Organizational Development/Learning and Development decision. Putting people with similar personality and communication styles together will increase the chance of better rapport and harmony.
