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