GDPR Notice  TO OUR EUROPEAN CUSTOMERS

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GDPR Notice TO OUR EUROPEAN CUSTOMERS

At MentorCloud, Inc. (“MentorCloud”) the privacy and security of our users’ data is our highest priority. On May 25, 2018, the European Union’s General Data Protection Regulation (“GDPR”) will go into effect. The GDPR unifies several existing privacy and security laws under one comprehensive law which will apply across the European Union. The GDPR aims to strengthen and expand data privacy protections for citizens of the EU and provide them with greater control over how their data is collected, accessed, shared and used.

Given that MentorCloud engages with users in the European Union, we have been working hard to ensure that we are in compliance with these new regulations before May 25, 2018. We are committed to providing our users with the best and most secure experience possible and want to ensure they trust us to handle their data.

We are working with an American Law Firm and a European Law Firm who are helping us revise our privacy and security procedures and policies to fully comply with GDPR, which we are in the process of implementing. Our current Privacy Policy can be accessed at https://www.mentorcloud.com/privacy-policy

Please read it carefully. It tells you in some detail what we need from you, how we use such information, how we store such information, and to whom we give such information to help us in providing our Services to you.

We are also in the process of filing for self-certification to the EU-U.S. Privacy Shield and Swiss-US Privacy Shield (collectively, “Privacy Shield”) certification with the United States Department of Commerce (“DOC”). According to the EU, this shows adequate protection and safeguards for us to transport your Personal Data outside of Europe for processing. We will let you know once this certification has been granted by the DOC, by updating out Privacy Policy, putting up Privacy Notice on our website, and informing you via email.

Notwithstanding, we currently keep your Personal Data in a very secure manner and restrict who has access to it. We need your Personal Data to be able to provide Services to you and to give you access to our Platform and you give us your Personal Data at the time your register for our Platform, download our mobile app and/or use or buy our Products and Services.

We will notify as soon as possible but no later than 72 hours if we determine that our systems have been hacked and your Personal Data disclosed as a result of such hacking or any other unauthorized breach of your systems and databases.

If at any time you want to cancel your registration, all you need to do is to access our Platform or call us at +1 (605) 956- 2199 and tell us you want us to cancel the registration and we will do so.

If you want to know what Personal Data that we have on you, again just access our Platform or call us at +1 (605) 956- 2199 and ask us for such information and we will provide it to you.

If you want us to delete such information from our Platform and other databases, just ask us to do so and we will delete such information as soon as we no longer need such information, for example, to invoice you for our Services and Products. We will not keep such information beyond the time that we need it.

If you have any questions or concerns about our privacy and security policies, please email us at privacy@mentorcloud.com or call us on +1 (605) 956- 2199 and we will be happy to discuss them with you. To facilitate this, we have appointed a privacy officer, who can be reached at the above email and phone number.

We will keep you apprised of the changes to our privacy and security policies and if you have any questions about this GDPR Notice, please do not hesitate to contact us at +1 (605) 956- 2199

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Why your millennial employees are not engaged enough?

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Why your millennial employees are not engaged enough?

The massive rise in social media and dynamic digital transformations around has changed our behaviors to a large extent in the past decade. The biggest impact of these can be seen in a specific group that we today call the “millennials”, who were the witness to the entire digital revolution. These behavioral changes greatly affect the functioning of big organizations today. This is a concern because the millennial workforce is growing in every sector.

  • 38% of the US workforce are “millennials”, and
  •  It is expected to reach 75% by 2025.

Organizational challenges

One of the biggest challenges faced by most organizations today, and the best of HRs couldn’t agree less, is ‘employee engagement’.  Creating an environment in a workplace where all the members of the team give their best each day is one of the challenges faced by many organizations globally. With the rise of the millennial workforce in organizations, more and more employees are actively disengaged at work. 

In a study by Gallup which included more than 1 million respondents, it says that:

  • Only 29% of millennial employees feel engaged at work.
  • 71% feel that they are either not engaged or not actively engaged in their daily work.

Unlike Gen X, which focused on job security and growth within an organization, millennials are focused on

  • Gaining through experiences and exploring new areas
  • Open to switching jobs which are more fulfilling

High attrition among millennials

This is another challenge for large organizations today, who are faced with larger than ever attrition rates which leads to losses amounting to millions of dollars each year that is spent on recruitment, onboarding and also affects their turnovers. An employee’s engagement on the day-to-day basis has a direct impact on organizations meeting their goals and success.

According to a study by Millennial Branding and Beyond.com, it is estimated that this cost $15,000 to $25000 to replace a departed millennial employee.

The best of the multinationals are resorting to extensive feedback and engagement programs to improve retention rates and build a strong and productive team.

A role of an organization in reducing attrition rate:

The study also revealed that 72% of respondents said their productivity was directly impacted by their manager’s involvement and active participation in setting up goals and engagement with them through their development cycle. The engagement between an employee and the organization is a two-way commitment that is based on trust, integrity and clear communication.

To engage better with millennials, the best of the multinationals are resorting to extensive feedback and engagement programs to improve retention rates and build a strong and productive team. “Performance Management Systems” are making their way among enterprise tools like SAP, which focus not only on job-based growth but also the holistic development of an employee in terms of life skills and essential business skills.

Performance management systems help in:

  • Facilitates an employee to align his or her goals with the organizational goals driven by the manager who acts as a mentor or coaches.
  • Creates short term and long term goals which are aligned with every member within the team and beyond.
  • Doing away with the conventional feedback and appraisal systems.
  • Focus on immediate rewards, rather than year-end raise.
  • Makes employee development a more automated and regulated process.
  • Reduces the feedback time from the conventional yearly routine to a weekly or monthly check-in activity.

Setting realistic challenges

Setting challenging and achievable targets on daily basis, while providing job clarity and future prospects of what an employee’s daily contributions are things that managers can do to have better engagement with their millennial employees and build a strong team in an organization.

According to a research by Josh Bersin, setting shorter performance goals quarterly rather than annual goals have proven to generate 31% more returns from their performance process. The study suggests that setting monthly challenges and goals produce better results because of a continuous cycle of constant feedback system.

Mentoring the right way

To drive this kind of system, it is important for the managers to do away with the “Boss is right” mindset and become good listeners and incorporate the feedback and experiences into business strategy. A simple yet effective way of engaging an employee is to reflect to him how his or her experience has affected the company’s business in a positive way and him being rewarded for it with no delay.  

A good performance management system along with a manager who continuously engages with his employees and mentors and coaches them with his experiences helps an employee identify the difference he is making at an organizational level thus driving his engagement within the company.

Schedule a Demo to learn how MentorCloud can help improve your Millennial Engagement through Mentoring




 

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Why Entrepreneurs Need Mentors?

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Why Entrepreneurs Need Mentors?

Behind every successful Entrepreneur is a good mentor who backs and supports the Entrepreneur on his or her entrepreneurial mission.

Here are 7 reasons why every entrepreneur should have a mentor:

Learn from their experience

Mentors have gone ahead of you in their journey, they have seen the ups and downs of  Entrepreneurship. Having a Mentor helps your navigate through the uncertainty of Entrepreneurship. This will help you bring a positive influence and direction both in your business as well as in your personal life.

Increases your Odds of Success

The statistics of Entrepreneurial failure is already high. More than 50% of Startups fail within the first 5 years of their launch. (Source: https://www.statisticbrain.com/startup-failure-by-industry/ ), having a Mentor highly increases your odds of success. Their experience will help you steer away from bad choices and avoid those teething problems.

A Mentor will tell you the Truth

Sometimes it is important to have someone tell you the truth about things. Having an Entrepreneur will provide you with someone who will tell you the truth of the matter. You know you have found a true mentor , when they don't mince the truth for you.They are also your bona fide cheerleaders ,who observe you in your meetings and calls and coach your performance. When you are busy complaining about frivolous matters or are limiting your success because of your beliefs, a mentor will guide you. They will tell you the truth even if it hurts.

Leverage your Mentor’s Network

Your Mentor has over the years built his or her network and when they choose to Mentor you, they also open up their network to you. You will now have access to their network too. Not only their network but also their social currency. They bring along with them a lot of promising business contacts as well as years of experience and help you point in the right direction to procure start-up funding,seed and operate capital.

A Shoulder to Cry On

The path to Entrepreneurship is one that is lonely. The odds of failure are higher than the odds of success. Your mentor becomes your shoulder to cry on when things don’t seem to go the way you want.When you are tired and ready to give up a mentor will help you rebuild your spirit and confidence and help overcome our challenges.

Look at your Business More Objectively

You are close to your business. For most entrepreneurs their business is their baby and that makes it hard to look at your business objectively.Since we are emotionally invested in our business we lack the objectivity when making decisions.A mentor can help us stay grounded and keep us away from making emotional decisions and show us the blind spots and  limitations Having a good mentor will allow you to look at your business more objectively. Seeing things objectively is the key to success of your business.

Mentor will hold you accountable

Since your goal have been set clear now and you are discovering your way to achieve them, you mentor also encourages you to track your achievements. They help you measure your achievements and if required revisit your goals and strategies.Having someone hold you accountable through your Entrepreneurial journey is key.  

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How to find a good mentor?

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How to find a good mentor?

Very often I get asked this question: How do I find a good Mentor? The truth is Good Mentors are hard to find but not impossible. Good mentors are rare so you want to make the best use of this mentoring relationship.

So in this article, I have highlighted a few practical ways in which you can find a good mentor, here are 7 of them:

1. Mentored by your role-model

A very important lesson in NLP (Neuro-Linguistic Programming) is called ‘Mimic Successful Models’, which means if you want to be like someone you mimic what they see, think and do. And no better way than to be mentored by someone you admire or look up to. Being Mentored by your role model will allow you to See, Think and Do things they do. So reach out to someone who you look up to and ask them to be your mentor. Your role-model has walked the path and he or she can pass on that wisdom as they mentor you.

2. Date before you Marry

Not everyone you admire can be your mentor, hence it is important before you get into a mentoring relationship to understand each other’s goals. Mentoring a huge commitment and should not be taken lightly by either one of you. So carve out some time and have some informal discussions over coffee. This will allow you to discuss your goals with your mentor and also look for opportunities to serve your mentor in a way that might be mutually benefiting. So start with smaller commitments. It is OK to not be in a mentoring relationship if it is not mutually benefiting or you find is a mismatch.

3. Manage your Mentor’s Project

Every one of us has this one project that they want someone to help you with. Do you have the Skills and the expertise to help with that project? Offer your Skills and services to your mentor in a way that your mentor now feels less burdened about this project. This will not only take a big load off your mentor’s shoulder but will give him or her the time to spend with you in mentoring you. It will also create an opportunity for you to work with this mentor on a Live project. There is no better opportunity to learn from a mentor while working on a Live project.

4. Find them in your network

Asking a complete stranger to be your Mentor is not a good place to start. It is a hard mountain to climb, rather look for networks or associations which will allow you to meet seasoned experts who can be your mentor. Join these networks and look for opportunities to build your relationship with them. Your network or business association will now serve as a platform to bridge the gap. This will allow you to have something in common to start with

5. Give before you Ask

As mentioned in the 3rd point, you want to Give before you ask. Asking before you give could be seen as being very selfish and greedy. Hence you want to offer your mentor your time and skills before you ask for theirs. Remember you want to Give before you gain. My Co-founder at MentorCloud, Rajesh Setty says “You can help meaningfully help people with what matters most to them without adding more cost to them”. This is something that has worked well for me.

6. Share your story

You are asking your potential for one of their most important resource - their wisdom, and that is not easy to find. Share your story with this potential mentor, let them know what your vision or goal is and how specifically you are hoping to be mentored. Make this a compelling story, no one wants to see their wisdom being used for something small. Talk about how you wish to make a substantial impact through this mentoring relationship

7. Don't look for a perfect mentor

No one is perfect, not even your mentor. Looking for a perfect mentor is looking for the impossible. However, what you are looking for is someone who has gone ahead of you in life, business or career. Someone who has seen the highs and lows and has learnt from them so that you don't have to make those same mistakes. So when you find flaws in your mentor don't be too quick to judge them but learn from their wisdom and grow yourself.

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7 Reasons why you should Mentor Millennials?

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7 Reasons why you should Mentor Millennials?

It’s no secret that Millennials are the most educated and tech-savvy generation in history. The millennial generation is primarily seen as the “entitled” generation that is averse to hard work and shows no loyalty to any brand or corporation.

As the generation continues to grow, the world cannot miss the waves of change being brought about in every industry sector. The need for continuous feedback, on a subconscious level, goes back to the very beginning. Research has identified that Millennials were raised with a heavy prominence on structure and aligning systems, constant honing, and feedback.

Aligning oneself with an influencer, or a set of influencers, can make a lot of difference for having a smooth career growth that is filled with disappointment and stress.

Today’s workforce is complex and dynamic. For the twenty-something stepping into his or her first professional role, the workplace can be overwhelming and downright terrifying.  Understanding the benefits of a strong mentor relationship going into this situation is often enough to minimize the sting and allow for a smooth transition.

According to the 2016 Deloitte Millennial Survey, 63% of millennials say their leadership skills are not being fully developed. It also found that those intending to stay with their organization for more than five years are twice as likely to have a mentor (68%), than not (32%).

The millennial generation is the biggest in US history, surpassing the baby boomers. Currently, they make up 40% of the existing workforce and are set to grow to 75% of the workforce by 2025.

Here are 7 reasons why should you mentor Millennials?

As per Gallup, the high millennial turnover costs the U.S. economy $30.5 billion every year.  71% of Fortune 500 companies invest in mentoring employees. From Boeing to Google, organizations are growing by investing in employee development.

1. Reduce turnover rates

A study by Deloitte reports that millennials that are mentored are twice as likely to stay in the company for more than 5 years. Retained talent reduces recruiting costs and overall reduces “job-hopping” of employees.

2. Impacting the bottom line

An organization that invests in it the development of its employees is proven to grow to new heights. Mentored employees exhibit higher job satisfaction that translates to improved job performance. Mentoring also keeps your workforce engaged, reducing boredom and improving work outcomes.

3. Improves collaboration

Mentoring involves collaborating in a formal/informal developmental partnership. A good mentor-mentee relationship helps in improving employee morale and bridge the gap between senior-junior management levels.

4. Mentor satisfaction

Through reverse mentoring mentors understand how millennials work, address digital divide plaguing workplaces and help navigate through evolving technological trends. As per a study by Sun Microsystems, mentors are seen to be promoted 6X more as compared to their peers.

5. Knowledge transfer

As baby-boomers reach their retirement age companies are preparing the younger workforce to take charge. Pairing senior executives with new recruits would ensure crucial information is passed onto the next generation of workers. Having a mentor who understands your background and career path will allow you to develop a focused roadmap towards your career goal.  A good mentor will help you understand where to best align your focus your efforts to ensure you apply your strengths according to the needs of your organization.

6. Developing leadership skills

While millennials are taking charge of the economy, Gen Z is prepping to be their successors. Senior executives should be grooming leaders of tomorrow.  As 1000s of baby boomers retire every day, millennials are filling the C-Suite roles. Millennials would be able to fit in better for these roles as they’ll have a better understanding of the changing work landscape – one that is agile and purpose driven.

They enable us to unlock and un-tap potential, set new goals, and provide a crucial role to the organization, Ambition. That’s the power of mentorship.

7. Challenge

Mentors will help you get out of your comfort zones. If you hate speaking in but talking in front of a huge crowd is a part of your job, then find a mentor who challenges you and brings you out of your zone.  Effective mentors repeatedly challenge and stand as pillars for their mentees, building their skills and knowledge to be successful at the workplace.

The generation that grew up as 'digital natives’ is changing how businesses function, challenging the status quo and reshaping work cultures. With proper mentoring millennials would take over every industry sector with ease.

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MentorCloud delivers a cloud-based, white-labeled platform shown to increase employee engagement and satisfaction by promoting intentional conversations between company-identified mentors and your workforce.

Used by companies like Airbnb, Nvidia Corporation, and Marriott International, MentorCloud enables the rapid transfer of mission-critical skills and institutional wisdom across the workforce. This raises productivity and increases employee engagement at a fraction of the cost typically spent on employee learning and development.

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5 Techniques to Mentoring Millennials

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5 Techniques to Mentoring Millennials

A study by Deloitte suggested millennials who intend to stay with an organisation for more than five years are twice as likely to have a mentor than not. In the same survey, the millennial respondents said an ideal working week would include significantly more mentoring and coaching time than they currently receive.

Most companies focus on recruitment and do not put resources into retention. If you don’t mentor your millennials they will leave you,” says Julie Kantor, chief executive of training and development firm Twomentor.

Companies need to think creatively and structure formal programs to match the millennial mind-set. Traditional one-to-one model of mentoring would not yield the same results when it comes to mentoring millennials.

Businesses must also decide on the correct model. Mentoring is traditionally seen as helpful suggestions over a cup of coffee. But, there is an increased focus on a concrete model known as sponsorship, where an influential employee will not only increment a thoughtful advice but will also help roadmap a career progression and act as an advocate when an opportunity shows up.

In this new age, organizations have to relook at their mentoring programs and implement what is being termed as “modern mentoring”.

Here are 5 mentoring techniques that your organization should adopt for your millennial workforce:

1. Fixing problems on the spot

The Gen Y isn’t going to wait to get through office hierarchy to seek out a senior leader for their problems. Millennials should be provided informal opportunities to approach mentors even when they aren’t reachable at work. These “micro-mentoring” or “situational mentoring” are quick fixes to problems that would generally involve going back and forth on emails/meetings. Modern mentoring is seeing the use of social media channels like Twitter and LinkedIn for quick responses to workplace issues.

2. Knowledge transfer through Reverse Mentoring

Facing difficulties in wrapping your head around social media? Need advice on a new phone to buy? Millennials can help you out!

Gone are the days when learning was a one-way street. One-sided mentoring fails to motivate millennials that are looking to be seen as equals at the workplace. Millennials are opening up doors to reverse mentoring - pair a senior executive with a junior and see how two-way learning weaves in its magic of effective outcomes. It's not just millennials who benefit from reverse mentoring. Reverse mentoring is an ideal method to utilise your own workforce to train horizontally and vertically in an organization.

3. Self-paced Mentoring

If you're mentoring programs are rigid one-to-one sessions, then you might be losing out on a larger part of your workforce.

Millennials like flexibility, whether it’s work from home or Bring Your Own Device to work; mentoring isn’t too different. Give millennials the option of choosing their own learning time and pace. Mentors can look at non-traditional forms of mentoring such as podcasts, short videos or conducting sessions over Facebook/Instagram live and reach a wider audience.

Some organisations even provide “Learn on Demand” options wherein a mentee can log-in at their convenience to access mentoring courses/modules.

4. Multiple mentors, multiple learning opportunities

A single mentor can train 100s of employees; similarly, 1 employee can have multiple mentors. The advantage? Employees benefit by receiving training opportunities from senior executives that come from different sectors of the same business. Millennials get access to a vast wealth of experience and advice with innumerable learning outcomes.

5. The other mentor

While mentoring at one's place of work is appreciated, millennials would like to network with people outside their organisation. Most employees wouldn’t be comfortable divulging too much to their seniors for the fear of being judged. An external mentor can provide the ground for talking/asking questions, regardless of the employee’s company work culture. This way the employee has the freedom to discuss their career and life goals. External mentorship is also an excellent way to introduce new skills into the existing workforce.

Every generation has its own methods of learning. What worked for the Baby Boomers may not work for the curious millennials. Work out a modern mentoring program through various mentoring projects and experiment with various innovative ways of engagement, support and guidance.

Mentoring brings out the best in each one of us. It helps us grow and have a focused career. Mentors bring out an opportunity to learn and grow and they also enjoy the feeling of helping someone else. Thus, maximizing your efforts and pushing yourself towards the growth of self and the organization.

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MentorCloud delivers a cloud-based, white-labeled platform shown to increase employee engagement and satisfaction by promoting intentional conversations between company-identified mentors and your workforce.

Used by companies like Airbnb, Nvidia Corporation, and Marriott International,

MentorCloud enables the rapid transfer of mission-critical skills and institutional wisdom across the workforce. This raises productivity and increases employee engagement at a fraction of the cost typically spent on employee learning and development.

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Why do we need a mentor when Google has all answers?

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Why do we need a mentor when Google has all answers?

The answer in short: the power of context!

Google needs no introduction. We all are familiar with its services that impact our professional and personal lives. Especially, its search engine. According to a study published on Forbes, over 3.5 billion search hits are executed across Google on daily basis. This astronomical figure can put Google’s dominance in perspective.

Interestingly, today, many people are turning to Google when it comes to seek business advice or consult, forsaking professionals and mentors. This trend opens an important topic for debate. Should we rely on Google when we need genuine answers for our businesses growth or find mentors who can show us a path, a charted territory, to lead us to success? Below are few reasons in favour of mentors.

Here are five reasons:

#1. A mentor knows your strengths and weaknesses, Google doesn’t: Benjamin Franklin once said, “Tell me and I forget, teach me and I may remember, involve me and I learn.” When you are young in the business world, you know little about what is right and what may be wrong for your business. In such situations, a mentor can tell you important dos and don’ts, ifs and buts, that can help you deal with critical roadblocks and challenges.

In the same way, Google can list you opinions of experts, but their instructions are void of your context. These people don’t know your business or risks you have taken. And they lack the benefit of knowing your strengths and weakness, which makes going for advice from  mentors a prudent choice.

#2. Unlike Google, a mentor builds a real relationship with you: Moviemaker George Lucas once noted, “Mentors have a way of seeing more of our faults that we would like. It's the only way we grow.” Lucas is right. Mentors may have already travelled the path you are travelling today or know of others who have done so. They know what works and what does not. How much budget is needed and what factors to prioritize to build a marketing strategy—such insights are tailor-made, that varies from business to business.

Google, on the other hand, has a vast reservoir of information, but it lacks experience, wisdom, knowledge and context.

#3. Human vs AI: Ask yourself, what makes you feel motivated and keeps you going when business is going through rough waters? A human or an AI? Your mentor is an empathetic being, who can offer you encouragement and inspiration in difficult times. This is the reason you will not see any robot, embodying a strong search engine, employed as a coach or manager by any sports teams. Succeeding in business, just like winning a trophy, is a journey of success and failures, and only your mentor or coach can instil confidence in you, push you to your limits, and pick you up whenever you fall.

#4. Mentors make you disciplined. Google cannot set boundaries for you: Mentoring is a practice of tough love. To win, you have to be disciplined, proactive, and diligent. All three constituents form the bedrock of a successful venture. And yes, you can find these things on Google as well. But, can you really use this information and implement them on a daily basis for different problems? Today, your priorities are to increase traffic, which will require you to discipline your SEO and social strategy. Tomorrow, it could be to redo your minimum viable product. For an environment with diverse conditions, you cannot keep all of your eggs in the basket of Google.

#5. Mentors are unbiased and trustworthy: An entrepreneurial mind is a goldmine of ideas. But, not all ideas need a gold rush. You bounce off your ideas with your mentor, and he will give you an unbiased opinion about them. He can help you save your money and precious time; allowing you to tap into his immense knowledge about the business world.   

Your mentor can introduce you to various people who can help you build your business. For a beginner, it could take a lot of time to build a prominent network and reputation in the business world. But if you have a mentor, you can leverage his contacts in the favour of your business.

Like above, there are many reasons to seek mentorship than to sit idle and rely on Google for your answers. Even the founders of Google, Larry and Sergey had a mentor, who guided them in their venture.

And it is not just them, but all great leaders around the world, who have in some way or the other confided in the mentorship of veterans, to take their businesses to new heights. It goes without saying that Google is an important brick in our lives, but it’s our advisors and mentors who act as the cornerstone to turn our dreams into reality.

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Make 2018 the year for Insightful Conversations!

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Make 2018 the year for Insightful Conversations!

January is just another month for the Sun who keeps shining, but for the rest of us on this beautiful planet, January in a new year is a time to Reflect, Celebrate and Aspire.

  • Reflect on what worked well in 2017 and what didn’t. Any experience is valuable only if you take the time to reflect.

  • Celebrate new accomplishments, relationships and learnings from 2017.

  • Aspire for more happiness, work-life balance, success and growth in 2018.

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2017 was a year of significant momentum at MentorCloud!

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2017 was a year of significant momentum at MentorCloud!

Thanks to each and everyone of our users, clients, partners, investors, advisors and most importantly to our colleagues who made 2017, a year of significant growth and accomplishments for MentorCloud. Our mission is to be the catalyst for 100 million insightful conversations between mentors and mentees, by 2020. The momentum we have seen in 2017 gives us complete confidence of being able to achieve our mission as we launch into 2018.

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Mentoring - Your Secret Recipe For Rapid Career Success

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Mentoring - Your Secret Recipe For Rapid Career Success

Most people mistakenly think that they can achieve great success in their career with just an education from a good college, some on-the-job training and experience, and a little bit of hard work. All of these are necessary but not sufficient. In today’s highly competitive world that we live in, it is necessary to know how to take your game to the next level and differentiate yourself from your peers. How do you do that?

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