Welcome to Insala's Summer edition of Infolink! As you may already know - these days at Insala, the buzzword is mentoring. It looks like many of today's organizations are also joining the “mentoring bandwagon” by storm, for the right reasons. According to Terri Scandura, management professor at the University of Miami, 71% of Fortune 500 companies have mentoring programs.

On that note, we’ve been happy to find that hundreds of people from all kinds of organizations have been tuning in to our new webinar series on using mentoring as a strategic talent development strategy that's aligned with the bottom line. Thanks to all of you who attended one or both of our webinars, and for participating in our mentoring dialogue. If you didn’t get to see the live webinars, you can still get the recordings (both audio and visual).

We’re interested in your feedback so feel free to share it by emailing us at info@insala.com

Have a great day!

The Insala Research Team

Mentoring for Onboarding - Increase New Hire Retention and Maximize Hiring Investment - On the surface, the vast majority of today's organizations consider their employees to be long-term investments rather than short-term expenses. Unfortunately, many individuals comprising so-called "valuable human capital" actually lose money for their employers as soon as they come on board. Find out how mentoring for onboarding provides an array of solutions for this costly talent problem.

When Mentoring Goes Bad (The Wall Street Journal) - Mentoring can be invaluable, not only to protégés and mentors, but also to organizations. It is important, however, to manage the relationships appropriately and be aware of early signs of potential problems. Here is a look from the Wall Street Journal at some of the ways mentoring relationships go awry, followed by advice on how mentors, protégés and companies can spot warning signs sooner and create more positive experiences.