- 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.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project

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.
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 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
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
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
(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
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
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.