Build a Mentoring Program

Support employees’ career and personal development with a customized mentoring program.

Onsite Workshop

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.

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.

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