Developing a mentorship program within your company is hugely valuable, when it comes to creating positive change & ongoing employee satisfaction.
A successful mentorship program will help to develop new leadership skills within the company, and help employees develop a path to a successful career with the help of a fellow employee.
There are two major things that need to be determined when developing the mentorship program: 1. The Program Objective 2. The Pairing Process
DETERMINING THE OBJECTIVE ( PA R T 1 )
• Your company will need to
know what your goals are before the program can be approved
• If there are several issues
you think can be helped via a mentorship program…pin point the most important one to focus on first
DETERMINING THE OBJECTIVE ( PA R T 2 )
• Make sure to work with
company culture • If your office is formal, make the
application formal • A more casual office can work
with a more casual sign-up process
DETERMINING THE PA I R I N G P R O C E S S This is hands-down, the most important part of developing your mentorship program. There are three major pairing options most mentorship programs will employ: 1. Group Mentoring 2. Peer Mentoring 3. Flash Mentoring
GROUP MENTORING
• In this scenario, a group of
employees collaborates to exchange resources and advice • The goal is to work towards
mutual professional growth • There is generally a group
leader in charge of facilitation
PEER MENTORING • This is the most commonly used
pairing process • Two employees that share a
similar background/career path are paired • The goal is to foster continuous
learning and an ongoing transfer of knowledge
FLASH MENTORING • This is a series of one-time-only
meetings
• Mentees get to sit down with
mentors for a certain amount of time and have a discussion
• Protip: This is a great way to
get execs & busy higher-ups to mentor: it’s low pressure and doesn't take up much of their busy schedule
H T T P : / / M A R C B O M B E N O N. O R G /