For those of you with formal mentorships programs in place for your engineering talent, how are they set up? What’s working and what would you avoid if you were retooling the program?
Big difference between Mentoring and Coaching that I would like to put across here. Mentoring is helping a person develop to achieve their goals. It is about giving them the ability to introspect, and providing a direction from their experience that would help them succeed.
Coaching is specific to hard or soft skills where the mediation plan is created and monitored with clearly defined timelines and resources - provided or enabled.
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Talent Retention34%
Talent Attraction48%
Upskilling talent to do more with less12%
Efficient Operations / Better Customer Service Delivery6%
Other – please specify0%
Limited environment/Infrastructure resources31%
Inability to quickly identify the root cause of CI/CD pipeline failures45%
Lack of standardized CI/CD pipeline templates across the organization53%
Integrating security tools - inefficient security implementation leading to false positives38%
Poor communication across business and product teams/coordination challenges26%
Cost/resource management26%
Implementation of CI/CD into on-going projects and workflows22%
Internal resistance: training issues, culture, etc.14%
Inefficient implementation of CI/CD due to lack of expertise, poor training, etc.19%
Poorly written unit and acceptance testing9%
To avoid : lack of Clarity, support and resources, neglecting feedback and evaluation, lack of flexibility.