Mentoring program best practices

Consider giving mentees a say in the matching process by allowing them to select a particular mentor or list their top three choices. Mentoring software can improve and speed up the matching process. If your software has a strong matching capability, it will recommend suitable mentors based upon learning needs and compatibility. How will you know if your mentoring program is a success? Track program and connection metrics and ask for feedback. At the program level, build metrics around defined objectives see Tip 1 above.

Also, be sure to assess the outcomes of individual mentor and mentee connections. One of the easiest ways to measure success and capture feedback is through surveys. Ask participants and stakeholders how well the mentoring program met their goals and the goals of the organization. Also ask them for their ideas for improving the program.

Entrepreneurs are advised to develop a clear exit strategy for their business to help them focus upon a tangible outcome. Mentoring is similar in the sense that without defining a closure point, the mentoring process can wander aimlessly. As a mentoring connection progresses, work with the mentor and mentee to identify mileposts that indicate when mutually established goals have been reached. Establish a formal process that brings closure to the mentoring experience.

Within this process, provide an opportunity for both the mentor and mentee to reflect upon what was learned, discuss next steps for the mentee, and provide feedback.

After a mentoring program begins, the focus naturally shifts into operating the program and keeping it running smoothly. Design The Alliance.

Take the time discuss the structure of the relationship. Both parties need to have a shared understanding of the relationship process. This means discussing and articulating things like:. Get To Know Each Other. A mentoring relationship is like any other relationship—it takes time to develop. And like other relationships, it will grow faster and stronger if both parties take the time to get to know each other as people. Resist the temptation to dive head first into career problem solving and advising.

Build trust by learning about each other! Set The Agenda. Both parties need to be clear about the purpose and focus of the mentoring. Additionally, the mentor and mentee should articulate what they hope to get out of the experience. Set yourself up for success by allowing Menttium to be your partner in building a high-quality program. By establishing an internal mentoring program , you can show your workforce that you care about professional development and want to see your employees progress into genuine leaders and changemakers within your company.

Internal corporate mentoring programs allow you to work within your own company, rather than outside mentors. This provides an ideal climate for internal knowledge transfer.

At Menttium , we will work with you to design a customized program for your employees, making the process of implementing a new mentoring program feel like a breeze. Our 28 years of success prove just how passionate we are about helping you provide structured mentoring programs for your employees. With the help of a mentor, future leaders of your company will unlock their full potential and embark on the path to success.

Corporate Mentoring Program Best Practices. Allow Your Program to be Flexible A good mentoring program will have the ability to balance structure with flexibility. Promote Your Program Without participants, there would be no program. Provide Training and Education for Mentors and Mentees Before jumping into a mentoring program, mentors and mentees alike will want to know what they are getting themselves into.

What type of organizational knowledge do you need to develop? How will you know when you have successfully enhanced a skill or competency? What developmental activities would help you to develop the most?