A mentoring program can transform an organisation’s culture. It can help break down silos, draw out Team Intelligence and increase productivity.
But like a ‘chicken or the egg’ situation, everyone needs to be aligned in its purpose and responsibilities. Here are our free resources that will help.
Getting a team on board for a new mentorship program can be a challenge. I know this as someone who regularly sets up mentor programs for my clients. Often, however, I find that the reluctance or resistance of potential mentors and mentees is from a lack of understanding of expectations and generally, what to do.
This is why I created two guides The Mentor’s Edge and The Mentee’s Edge. Free Mentor Program guides to help participants get past initial unknowns and provide a structure for a successful mentoring relationship.
Why Mentoring Programs Work
There are three active ingredients that power the really successful organisations: Team Intelligence™, personal development and strategies for success. Introducing a mentoring program to your organisation is one such success strategy that meets all these criteria.
The wonders of a great mentoring program include:
- Breaking down silos
- Retaining invaluable knowledge
- Drawing out Team Intelligence™
- Increasing employee engagement
- Developing trust
- Developing personal and team accountability
- Aligning goals and values
- Fostering diversity, innovation and design thinking
- Improving leadership and management skills
- Fostering career development
- Inspiring champion mindsets.
There’s more but in short, it’s the opportunity to build the ultimate work environment, to create a SuccessCulture.
Here’s an in-depth explanation on what is SuccessCulture.
Setting Up Your Mentor Program
Before we get to helping individuals understand their roles and the great opportunities available, here are just some questions I encourage a company to explore when setting up or developing a mentoring program:
- Why do you want to implement a Mentoring Program?
- What do you want to achieve?
- How do you plan on choosing the participants?
- How is this a part of the succession planning and development process for the organisation?
- How will we measure the success of the program for the mentors, mentees and the business?
Once you are so clear on these and are able to communicate them, you can then help your participants prepare. Here’s where our two mentor program guides become helpful.
WYE Free Mentor and Mentee Guides
These guides are developed out of my work with people on how to create the best possible mentor/mentee relationships. For example:
- With a mentee, I help them to clarify what they need in a mentor and prepare for conversations with a mentor in order to make the most of the sessions together.
- When I coach mentors, I show them how to get clarity around a mentee’s goals, how to provide feedback, and how to help the mentee reflect and be active in helping themselves.
Here’s a peek at what you get
This is a checklist out of the Mentor’s Edge Guide on what a good Mentor needs to provide:
- Demonstrate active listening skills
- Provide structured, constructive feedback
- Guide Mentees to be reflective
- Help Mentees or protégés to discover their paths
- Identify connections and opportunities for your Mentee’s development (study, job experience, volunteering, travel, courses, books, other people to meet)
- Allow the Mentee to drive the discussion
- Bring the discussions back to the Mentee’s overall goals
- Ensure your Mentee has defined S.M.A.R.T. goals
- Celebrate successes and acknowledge learnings
- Know when to end the formal side of mentoring
- Nurture a great relationship
Why I want You to Use these Free Guides
A mentoring program is an affordable success strategy for creating SuccessCulture – something I am passionate about helping CEOs, VPs, managers, teams and individuals create in any way I can.
If you are setting up a mentor program for your organisation I know you will these guides helpful.