Are you wondering how to build a mentoring program for your employees? The truth is that mentoring in companies is really a brilliant way to improve your talent development and to spend your L&D budget - it gives each mentee an equal opportunity to maximize their potential while also being a personalized experience for each individual. If you’re currently looking at talent development best practices and need some inspiration on what to focus on, keep reading to learn about 3 examples of mentoring focus areas you can choose for your workplace. 

Making the decision to move into a different role, sector, or industry can be scary. Many mentees who want to make a career change struggle with confidence when it comes to feeling assured that a career change is the right choice, identifying and presenting their transferable skills, and taking the next step to find a job in a new field.We asked Femme Palette mentor Julie Klimentová about the strategy she used to help her navigate a career change and secure a job in IT.

Not feeling confident is something that we all struggle with at one point or another over the course of our careers. Building confidence, becoming more assertive as a leader and finding your own style is an important goal for many mentees who are aiming to move into a leadership role or who have found themselves in a management position recently. Working with a mentor who has overcome imposter syndrome and improved their own confidence shows mentees that they aren’t alone and that it is possible to overcome these challenges with the right resources and support.We asked Femme Palette mentor Maja Seggerman about the strategy she used to help her mentee build confidence as a leader.‍

Mentoring programs are becoming increasingly popular in companies as a powerful tool for talent development. There’s been a lot of talk about mentoring for employees, and so it can understandably be hard to navigate this sea of information. This ultimate guide to mentoring for talent development will provide you with the necessary knowledge to start building a mentoring program in your organization.

Mentee Romana Prochazkova had already had experience with mentoring before joining our Mentoring program, and therefore knew it would be beneficial to her. Romana and her mentor Veronika Dvorakova were both fully committed to their mentoring sessions, which enabled them to build a trusting relationship. With Veronika’s help, Romana was able to make her return from parental leave and living abroad even more successful and get fully back into the business mindset. Find out more about their journey together in this interview.

Becoming a mentor is a great way to give back while also continuing your own growth and learning. However, there are many myths that might cause you to think twice before applying to join a mentoring program as a mentor. From fears that you aren’t experienced enough to concerns that it will take up too much of your time, we’re debunking five of the most common myths about mentoring.

Mentee Petra Sebkova found out about the Mentoring program through attending a Femme Palette event and thought she would give it a try. When she got matched with her mentor Maria Loparcakova, they were able to establish a genuine connection and build a trusting mentoring relationship. Thanks to that, Petra was able to gain a new perspective and grow professionally, but Maria also benefited from the program as a mentor. Come meet this mentor-mentee duo and learn more about their mentoring journey.

We spoke to three of our Femme Palette mentors working in HR roles — Olga Castillo, Becca Garner, and Nicolas Bowles — about why companies hire people with mentoring experience.