Build a Mentoring Program
Support employees’ career and personal development with a customized mentoring program.
- 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.
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- 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.
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.
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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
Flow State: A Gateway to Engagement, Performance, and Productivity
Design an Impactful Employee Development Program
Develop a Comprehensive Onboarding Plan
Implement Curated Learning
Build a Mentoring Program
Implement a Job Rotation Program
Neuroscience and HR
Foster Effective Feedback in the Workplace
Train Managers to Build Effective Mentoring Relationships