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.

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.

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.

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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