- Doug Lawrence, Founder and President, TalentC
- Doug Rozon, Director of Marketing, The Sun Products Canada Corporation
- Ellen Ensher, Ph.D., Professor of Management, Loyola Marymount University
- Harjot Arora, Manager, Customer Segment Strategy, BMO
- Jaime Kirkland, Training Specialist, Elevations Credit Union
- Jenny Reid, Human Resources Advisor, LEAGUE Financial Partners
- Kathy Kram, Shipley Professor in Management, Boston University School of Management
- Margo Murray, President and Chief Operation Officer, MMHA
- Maxine Sesula, HR Manager, Cutting Edge
- Terri Scandura, Professor of Management, University of Miami
- Different groups of employees have different mentoring needs, making a “peanut butter” approach to mentoring ineffective.
- Traditional mentoring can be a resource intensive process, and often there are more employees looking to be mentored than mentors available.
- All too often mentoring programs are inaccurately implemented as a solution to a problem. It is important to remember that a mentoring program is simply another learning method that must be applied and customized to the audience at the appropriate time to be impactful.
Impact and Result
- Prior to establishing a mentoring program, take the time to ensure that a mentoring program is the right learning method.
- Identify high-priority employee segments, and create custom mentoring programs tailored to their needs.
- Create the appropriate resources and training to ensure that mentors and mentees are set up for success.
- Evaluate and continuously improve the mentoring program to ensure it drives impact in the organization.
This guided implementation is a nine call advisory process.
Guided Implementation #1 - Frame the mentoring program
Call #1 - Discuss how to evaluate if mentoring is the right learning method.
Call #2 - Review how to evaluate organizational and employee needs.
Call #3 - Devise mentoring goals.
Guided Implementation #2 - Design the mentoring program
Call #1 - Discuss how to identify and prioritize employee segments.
Call #2 - Review employee segments and four key decisions to create a mentoring program.
Guided Implementation #3 - Implement the mentoring program
Call #1 - Discuss mentor/mentee selection and matching.
Call #2 - Evaluate approach to communicate and review mentoring training resources.
Call #3 - Discuss process to disintegrate dysfunctional mentoring relationships.
Call #4 - Review implementation and communication plan.
Book Your Workshop
Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Assess and Define Mentoring Program Goals
- Determine if a mentoring program is the right learning method.
- Set goals for the program based on organizational need.
- Select the program type and format best suited for the organization.
Key Benefits Achieved
- Understand how the program will complement employee development and meet an organizational need.
- Define the mentoring program characteristics.
Confirm employee and organizational needs.
- Employee and organizational needs confirmed.
Define problem statement.
- Problem statement defined.
Determine mentoring goals.
- Mentoring goals determined.
Identify and prioritize employee groups.
- Employee groups identified and prioritized.
Design the mentoring program for each employee group.
- Mentoring program for each employee group designed.
Module 2: Build Mentoring Program
- Create tailored programs for employee groups to meet their needs.
- Specify required resources and establish a sourcing strategy.
Key Benefits Achieved
- Evaluate which format is best suited for each employee group.
- Describe who should participate in the program.
- Determine the methodology for matching mentoring partnerships.
(1:5 cont’d): Design the mentoring program for each employee group.
- (1:5 cont’d): Mentoring program for each employee group designed.
Define mentor/mentee criteria.
- Mentor/mentee criteria defined.
Identify mentor participant resource requirements.
- Mentor participant resource requirements identified.
Identify how mentors and mentees will be sourced, selected, and mentored.
- How mentors and mentees will be sourced, selected, and mentored determined.
Module 3: Prepare to Communicate and Launch
- Create a structured flow of communication.
- Create an implementation plan for the mentoring program.
Key Benefits Achieved
- Develop a mentoring resource center.
- Create communication and action plan.
- Launch the program with a manager training session.
Customize supporting program tools (training deck, mentor/mentee checklists).
- Supporting program tools (training deck, mentor/mentee checklists) customized.
Create high-level HR action and communication plan.
- High-level HR action and communication plan created.