How To Create & Sustain A Mentorship Program
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There have been signs the job market is rebounding, which means you’re going to have to start bringing your A-game again. But perhaps your organization’s financial situation is not quite keeping up with the national job reports. Learn the best ways to welcome entry-level hires and attract new ones. This presentation will give you and your organization the tools needed to start building a better, more cohesive work environment.
Transcript of How To Create & Sustain A Mentorship Program
How to Create & Sustain a Mentorship Program
Steps to Creating a Mentorship Program
Begin with the end in mind. What is your intent?
There should be measureable goals
Organizational commitment from the top
Participants: Prep & Orientation
Who will the participants be? Mid-level, senior, etc.
Interns and/or full-time hires? This will drive duration.
Nature of Interaction
Single leader mentoring circle: one mentor and many mentees
Mixed level mentoring circle: a mixed group of mentors and
mentees
Peer mentoring: each member of the group is on
the same professional level
E-mentoring: implements the use of phone and e-mail in
order to interact with participants
Reverse mentoring: junior employees mentor senior
staff
Evaluation & Review
How will you define success?
What measures are in place?
Have you committed yourself to a process of continual
improvement?
Benefits of a Mentorship Program
Win:Win:Win
Mentees will certainly benefit
Mentors often learn from their mentees
Organizations benefit from increased retention,
engagement levels and overall effectiveness of their
employees
Foundation for Success
Helps on-board entry-level employees to new
organizations and the quality of the new hire experience
First 90-120 days is key in determining both short- and
long-term success
Over time, a level of trust and candor develops where the
mentor can sometime tell the mentee things they “don’t want to hear” (tough love)
Underrepresented Groups
Mentors often offer access to the “system” that is often
challenging for these groups to gain access to
Attracting and Retaining New Hires
Commitment to Development (Attract)
The presence of a mentorship program speaks to a
company’s commitment to developing their associates,
enabling them to be successful, etc.
Stronger Organizational Commitment (Retain)
Increasing Performance Levels
Culture
You can’t operate successfully within an organization if you’re
unaware of its cultures, its norms, values, principles, etc.
You gain access to and an understanding of these things
through mentoring relationships
Organizational Intel
It allows you to better understand where you fit, how
you fit, and where your contributions are best suited
Unwritten Rules
You gain it through trusted relationships, and these often
take the form of mentoring relationships
Creating a Comfortable Environment
Commitment
To each other, to the process, to the mutually established and
communicated expectations, objectives, etc.
Trust
A base-line level must be established up-front and not
violated
You can’t build immediate trust, but you can lose it almost
immediately
Sincerity
The mentor needs to display a sincere care and concern for
their mentee and that they are sincere with respect to their
commitment to the role
Candor, Humility & Transparency
Before You Act/Speak, Ask Yourself: What’s My
Motivation?
Why am I in this relationship?
What am I hoping to obtain?
Making the Most of Your Time
Rules of engagement (in-person, on the phone, ad hoc,
planned, etc.)
Have a plan! (when, how, why, where)
Questions?
Heather R. Huhman, founder & presidentCome [email protected]
Dave Cofer, founder & presidentCofer Consulting [email protected]
