Build a Mentoring Program

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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.

Our Advice

Critical Insight

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.

Build a Mentoring Program Research & Tools

1. Frame the mentoring program

Determine if mentoring is appropriate, then devise mentoring goals and key metrics.

Build a Mentoring Program Executive Briefing

2. Design the mentoring program

Prioritize employee segments and design mentoring programs.

3. Implement the mentoring program

Match mentoring pairs and create mentoring resources.

4. Launch LMS training

Instill learning throughout the organization. Import an interactive eLearning module into your business’ existing learning management system.

Workshop: Build a Mentoring Program

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

The Purpose

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.

Activities

Outputs

1.1

Confirm employee and organizational needs.

Employee and organizational needs confirmed.

1.2

Define problem statement.

Problem statement defined.

1.3

Determine mentoring goals.

Mentoring goals determined.

1.4

Identify and prioritize employee groups.

Employee groups identified and prioritized.

1.5

Design the mentoring program for each employee group.

Mentoring program for each employee group designed.

Module 2: Build Mentoring Program

The Purpose

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.

Activities

Outputs

2.1

(1:5 cont’d): Design the mentoring program for each employee group.

(1:5 cont’d): Mentoring program for each employee group designed.

2.2

Define mentor/mentee criteria.

Mentor/mentee criteria defined.

2.3

Identify mentor participant resource requirements.

Mentor participant resource requirements identified.

2.4

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

The Purpose

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.

Activities

Outputs

3.1

Customize supporting program tools (training deck, mentor/mentee checklists).

Supporting program tools (training deck, mentor/mentee checklists) customized.

3.2

Create high-level HR action and communication plan.

High-level HR action and communication plan created.

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Speak With An Analyst

Get the help you need in this 3-phase advisory process. You'll receive 9 touchpoints with our researchers, all included in your membership.

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.

Contributors

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