Mentorski programi krepijo medsebojne odnose in pomagajo graditi okolje enakih priložnosti, v katerem se vsi zaposleni počutijo opolnomočene. Organizacijam so pri tem na voljo neformalne in formalne oblike mentorstva. Predvsem na področju obvladovanja raznolikosti, so rezultati formalnega mentorstva boljši. Pri neformalnem mentorstvu, za katero je značilno, da ga organizacije načelno podpirajo, vendar jim ne zagotavljajo potrebnih sredstev in podpore pri organiziranju mentorskih procesov in povezovanju mentorjev in mentorirancev, si namreč posamezniki mentorje običajno iščejo med sebi enakimi ali podobnimi, kar že samo po sebi znižuje učinke mentorstva pri zbliževanju raznolikih posameznikov in skupin.
Zakaj se mentorstvo vse bolj uveljavlja kot učinkovit pristop pri uvajanju načel raznolikosti, vključenosti, enakovrednosti in pripadnosti? Vsem v organizaciji nudi varen prostor za odkrit dialog o osebnih in profesionalnih ciljih, v katerem se vsi vzajemno učijo, inovirajo, se spodbujajo in rastejo. Zavedanje, ki se gradi v mentorskih odnosih, se prenaša po celi organizaciji, zaradi česar se vsi uspešneje spoprijemajo z izzivi raznolikosti s tem, ko resnično vidijo drug drugega in pomagajo drug drugemu. Tudi sama raznolikost mentorskih programov zaposlenim prinaša veliko fleksibilnosti, saj si vsak lahko poišče obliko, ki mu najbolj ustreza kot osebi in ciljem, ki jih želi doseči. S tem, ko organizacija omogoči vsakemu, da sodeluje na način, ki si ga sam izbere, povečuje zavzetost in dobro počutje. Ključna je dostopnost mentorskih programov, sicer lahko sami postanejo vir izključevanja.
Danes poseben izziv predstavljajo večgeneracijska delovna okolja, v katerem sočasno soustvarja tudi pet različnih generacij. Poleg izziva je to tudi edinstvena priložnost za napredek in razvoj pod pogojem, da generacije med seboj sodelujejo. Kot je rekel Sir Winston Churchill: “Raznolikost je edina stvar, ki nam je vsem skupna. Praznujmo jo vsak dan.” Generacijska raznolikost daje priložnost kreativnosti in inovativnosti. Izkoristimo jo lahko samo, če poznamo osnovne značilnosti posameznih generacij glede vrednot, odnosa do dela, do načina vodenja in komuniciranja ter posledično njihove želje, potrebe in pričakovanja. S tem in z miselnostjo, da je vsak posameznik talent, da so vsi pripravljeni predano in odgovorno delati in, da enak pristop za vse enostavno ne deluje, lahko ustvarimo okolje, v katerem si bodo vse generacije prizadevale za skupen cilj in pri tem ohranile svojo individualnost in edinstvenost. Znebiti se moramo t.i. nezavednih pristranosti in se zavedati, da so pobude mladih vredne prav toliko, kot izkušnje starejših. Morda imajo starejši res manj energije in so pri delu manj strastni vendar, ko temu dodamo njihovo modrost in izkušenost, pogosto prekašajo mlade. S takim pristopom gradimo zmagovalne, večgeneracijske in tudi sicer raznolike ekipe, kjer se pobude in zagnanost mladih učinkovito in na spontan način dopolnjujejo z modrostjo in izkušnjami starejših. Ali, kot je ob neki priložnosti zapisal Janez Škrabec: “vihravo zanesenjaštvo potrebuje oporo izkušenj, utečenost pa ubeži zatečenosti le zaradi svežih idej in neobremenjenih pristopov.” Pomembno je, da so delodajalci pozorni na predstavnike vseh generacij, ne samo na milenijce in generacijo X, ki bodo v nekaj letih predstavljali večino delovne populacije. Da nikogar, hote ali nehote, ne izpustijo. Da vidijo in razumejo, kaj prinašajo na mizo in kakšna so njihova pričakovanja v zameno za njihovo znanje, vrline in angažiranost.
Mlajše generacije pričakujejo sodelovalno okolje, kjer se lahko učijo od svojih sodelavcev in nadrejenih in kjer lahko učijo druge. Potrebujejo izzive, ne nalog. Verjeti morajo, da so pomemben del zgodbe družbeno odgovorne in trajnostne organizacije. Da je njihov prispevek opažen in cenjen, da so slišani. Želijo si okolje, ki jim daje prostor in možnosti za uresničevanje njihovih idej in s tem soustvarjanje njegove prihodnosti. In želijo mentorje, ki jih bodo navduševali in izzivali, odkrivali njihove potenciale, jih usmerjali in krepili. Želijo si manj nadzora in usmerjanja ter več zaupanja, avtonomije in odgovornosti. Na strani starejših oziroma bolj izkušenih sodelavcev je še vedno pogosto prisotna miselnost, da je znanje njihova skrita moč namesto, da bi razumeli, da svojo pravo vrednost dobi šele, ko ga delimo. Zato je pomembno, da jih navdušimo, da bodo pripravljeni svoje znanje deliti z drugimi na način, da ga bodo ti sprejeli in uporabili pri svojem delu in da bodo istočasno tudi sami odprti za pridobivanje novih znanj. Kar pa je skupno vsem generacijam, je razkorak med obstoječimi veščinami in veščinami prihodnosti in posledično potreba po nenehnem učenju. Po podatkih WEF bo vsaj polovica zaposlenih potrebovala temeljito nadgradnjo obstoječih in pridobitev novih znanj in veščin. Učiti in prilagajati se moramo vsi. In tu ključno vlogo igra mentorstvo, ki ga voditelji prihodnosti vidijo kot most med željami in pričakovanji posameznikov in potrebami organizacije ter kot metodo pridobivanja in prenosa znanj.
Oblike, ki dobro naslavljajo izzive večgeneracijskega delovnega so obratno in vzajemno mentorstvo ter vse oblike skupinskega mentorstva, v katerih udeleženci resnično vidijo drug drugega in pomagajo drug drugemu. Za predstavnike mlajših generacij sta ti dve obliki mentorstva priložnost za njihovo opolnomočenje in razvoj vodstvenih potencialov, za starejše pa priložnost, da predajo svoje bogato znanje, vključno s tihim in plemenskim in se ob tem zavedajo svoje vrednosti in vloge pri uresničevanju skupnih cijev organizacije. V skupinskem mentorstvu, ki vključuje tudi mentorske kroge, se mentoriranci ne učijo samo od mentorjev, temveč tudi drug od drugega. V varnem okolju si posamezniki, ne glede na spol, starost, raso, sposobnosti in druge značilnosti, enakovredno izmenjujejo poglede znanja in izkušnje, spoznavajo pomen skupinske dinamike ter krepijo sposobnost empatije, sočutja in odnosnih kompetenc. Vse te oblike utrjujejo zavedanje, da imajo predstavniki vseh generacij nekaj, kar lahko ponudijo drug drugemu
S pomočjo mentorstva lahko uspešno združimo mladostno zagnanost, inovativnost, trajnostne ideje (ki so včasih pravi wake up call) ter pripravljenost prevzemanja tveganj z izkušnjami, modrostjo in previdnostjo starejših zaposlenih v zmagovalne, večgeneracijske in drugače raznolike time. Ne pozabimo, da morda prvič živimo v času, ko se lahko oziroma bi se morali tudi starejši učiti od mlajših. Minili so časi, ko smo mentorstvo razumeli kot prenos znanja in izkušenj s strani starejših na mlajše. Danes vemo, da tudi mlajši (po letih in po stažu) lahko učijo starejše. Edini pogoj za to je, da smo odprti in pripravljeni sprejemati znanje drug od drugega.
Da pa bodo različne generacije med seboj učinkovito sodelovale in prispevale tisto najboljše, kar ima vsaka od njih, moramo ustvariti okolje, v katerem smo vsi dobrodošli, slišani, enakovredno sodelujemo pri odločanju in imamo enake možnosti razvoja in napredovanja. V katerem je vsak zaposleni spoštovan in cenjen zaradi svoje edinstvenosti, spretnosti, znanja in odnosa do drugih. Ključ do takega okolja pa je medsebojno zaupanje, spoštovanje, stalna, odkrita in spoštljiva komunikacija. In vse to so ključne sestavine mentorstva.
Mentorstvo združuje vse, kar najboljši talenti, obstoječi in prihajajoči, pričakujejo od delovnega okolja. Je nepogrešljivo v vseh življenjskih obdobjih, na celotni karierni poti. Zaposlenim nudi možnost osebne in profesionalne rasti, jih opolnomoči, ohranja in krepi medsebojno povezanost, zmanjšuje izključenost, omogoča stalen prenos znanja in izkušenj ter povečuje njihovo zadovoljstvo.
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