If you want to succeed as a mentor, first seek to understand yourself and others. —John C. Maxwell
There are many types and styles of mentoring, from the traditional "mentor" and "mentee" approach to mentoring partnerships across the generations. However, the underlying purpose of all models is to provide a venue for sharing, learning, and support. The difference is in how this purpose is accomplished—the modus operandi used.
How's your company doing? Are employees happy -- really? Many organisations are struggling to develop a culture that's compelling enough to engage and retain their talent.
A 2012 Gallup study of workplaces in 140 countries found 87 percent of workers are emotionally disconnected from their workplaces, ultimately leading them to be less productive. Yet last year Deloitte studied 2,500 organizations in 90 countries and found that only 17 percent of managers believe they have an engaging and compelling employment brand.
In spite (or perhaps because) of rapid and ongoing technological advances, many individuals today are inadequately prepared to leverage available tools and technologies to communicate and collaborate with their colleagues and external stakeholders. Traditionally, the Digital Divide was about access and cost, but it is becoming an issue of knowledge and use. Given that, it is increasingly important for learning professionals, and particularly trainers and assessors, to directly address the issue of digital literacy.
What constitutes digital literacy?
Digital literacy is comprised of four components. The first three focus on basic knowledge and understanding, as well as organisational and individual applications. The fourth focuses on related skills and the ability to leverage digital technology effectively.
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