Mentorship Program Guide
Implementing a mentorship program in the workplace can be a powerful way to offer career guidance enabling your company to meet its defined operational goals.
It improves employee satisfaction, retention and recruitment, but it can also, be used to:
The program fosters networking opportunities and exposure beyond the high potential employee’s day to day scope (such as different levels of leadership, departments, and perspectives on the organization), in addition to helping to foster cross-functional thinking, engagement, and retention.
Employees will usually be assigned a mentor for 2 years with regular, structured meetings and subsequent informal communication points, positioned to benefit both the employee and the mentor in gaining new perspectives.
The mentor acts as a trusted counselor, or guide, who assists the mentee in setting and achieving goals for developing career direction and skills.
By participating in a mentorship program, mentors develop valuable skills that can further their personal and professional development. The relationship between mentor and mentee requires honest, openness, commitment, and effort by both individuals.
In a mentoring relationship, mentor and mentee:
This program is a tool for leaders to create developmental opportunities for high potential employees through 1:1 career conversations. The program can then be evaluated for consideration of a broader roll-out.
It is often said that the most important work of a manager is the development of his or her employees. When articulating the mentoring objectives, the mentoring team needs to use goal formatting and link the SMART goals to the company’s defined business objectives.
Through the partnerships with the People Operations team, mentees and mentors will be selected based on the opportunity, qualification process and criteria.
Communication is important, and the program’s progress and metrics for success should be reported at every step, from the needs assessment stage to debrief. Ongoing communication will also help identify interested mentors and mentees!
The program should be introduced to employees at all levels.
The mentorship program requires planning, structure, management buy-in and follow-through.
Upon completion of the program, there will be many people within the organization who have are interested in the mentoring program’s effectiveness. By analyzing the different metrics, the success of the program will be adequately assessed.
Mentorship Program Guide For Mentors And Mentee’s
You may find it useful to be mentored (or coached) at different stages of your career – perhaps when you are new to a company; perhaps in transition between jobs in a company; or when wanting to progress or change a direction.
But what is mentoring?
A Mentorship Program provides opportunities for mentors and mentees, to experience, share and learn from each other’s gifts and talents.
The way mentoring works will depend on the mentee’s individual objectives, although it is possible that all the points mentioned above will play a part in your mentoring at some stage.
What will happen is based on the mentee’s individual objectives, and the first step in the process is for you and your mentor to set out and agree upon expectations, objectives, and all mentoring aspects.
Mentoring is NOT:
The mentor’s role:
A mentoring session is a time in which a mentee has permission to concentrate on and talk about him/herself. This list summarizes what can normally be expected of a mentor whose role is to support a mentee’s personal and career development:
The mentee’s role:
Within the company mentorship program and mentoring relationship, a mentee is expected to be:
Although a mentor can suggest growth opportunities and career guidance, the mentee is ultimately responsible for his or her own career development.
How often and for how long to meet
Where to meet
The Mentoring Process & Expectations
The mentor is responsible for holding the process and the mentee for working on the content. This is a flexible definition and it depends on how you have agreed to work together.
What is important! Is that you work to establish a relationship that is based on mutual respect.
What should the Mentor do?
If this is the first time that you have been a mentor, it might be helpful to talk about what you might expect with someone who has more experience!
What should the Mentee do?
The first meeting…
It is worth thinking about these aspects in preparation for the first meeting, so as to be clear about expectations.
Discuss these questions first!
What are your objectives for the mentoring? If these are not entirely clear do not worry, but discuss why they may not be clear with your mentor.
What do you hope to get from the mentoring process?
What do you hope or expect to get from your mentor in relation to your objectives?
How will you know and measure whether objectives have been achieved?
Are you clear about what the objectives are?
How much ‘work’ are you happy to do for the mentee between meetings?
What other boundaries do you have?
An understanding of confidentiality is essential to the process being productive.
What is your individual understanding of what confidentiality means, and do your ideas align with each other? How will you manage it if they do not?
Unless otherwise agreed or discussed, confidential issues are not to be shared outside the context of the Mentoring Relationship!
How will you manage things if either of you wishes to end the mentoring relationship before the agreed time?
Lastly, throughout the mentorship program it is possible that issues will arise, it is important that you remain open in these circumstances and consider whether it would be appropriate to review and revise the mentoring agreement together, or finalize the program. Whether this happens, or when te process comes to its natural end, ensure that the relationships are reviewed.
Celebrate the progress and achievements made!
Every mentoring relationship is different. From when and where you meet to what you talk about, YOU decide with your mentor what will work best for your mentoring relationship.
This will help you get you started on your way to a great relationship!
- Our goals for this mentoring relationship are:
- Our expectations of how we will achieve these goals are:
- How we will record and monitor our progress:
(frequency and duration)
Methods of communication
|15 minutes||In Person|
Phone / Skype, Zoom (video)
Lunch or Breakfast
When I need Advice
Optional activities that we will do together:
Some questions for you (the mentee):
This will help your new mentor align her/his mentoring style.
Some initial questions for you both:
- What behaviors are you intending to work on during the course of the mentoring program?
- What specific career objectives are you intending to focus on?
- What specific personal objectives are you intending to focus on?
We agree to keep everything that is said within the mentoring relationship confidential.
Mentee Signature Date:
Mentor Signature Date:
Mentee keeps the original, a copy goes to mentor.
Other articles that you may like to look at before designing your program:
The information provided in this guide is intended for illustrative purposes only and should not be construed as advice for the application to any specific factual or legal circumstance.
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