Build a Mentoring Program
Support employees’ career and personal development with a customized mentoring program.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.Mentoring programs are challenging when:
- Existing programs may be structured in a way where benefits are not mutually beneficial for both parties involved.
- The format of the program may not be designed in a way that allows the organization to reap the rewards of mentoring, and so uses up resources.
- The focus on mentoring may be a formal long-term engagement, which may be limiting.
- A variety of perspectives is not gained as the focus is usually on a few senior-level mentors.
Mentoring has benefits to both employees and the organization including:
- Mentoring role in L&D is misunderstood.
- They are not customized for identified employee segments.
- Mentor selection is limited to specific groups.
- There is a mismatch between mentors and mentees.
Book Your Workshop
Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed 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: | |
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1.1 | Confirm employee and organizational needs. |
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1.2 | Define problem statement. |
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1.3 | Determine mentoring goals. |
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1.4 | Identify and prioritize employee groups. |
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1.5 | Design the mentoring program for each employee group. |
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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: | |
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2.1 | (1:5 cont’d): Design the mentoring program for each employee group. |
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2.2 | Define mentor/mentee criteria. |
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2.3 | Identify mentor participant resource requirements. |
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2.4 | Identify how mentors and mentees will be sourced, selected, and mentored. |
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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: | |
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3.1 | Customize supporting program tools (training deck, mentor/mentee checklists). |
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3.2 | Create high-level HR action and communication plan. |
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