Starting a mentoring program is one of the most intelligent, positively impacting and long-lasting decisions you can make for your business. Mentoring initiatives are something that touches everyone in the company, and they are not directed only towards a specific demographic, but instead, they are available to all those who care about their personal and professional growth, no matter what their current position inside the organization. Mentoring also has benefits that are directly related to individual development but can also boost employee satisfaction and retention levels while at the same time making your company more attractive to prospective employees or individuals in general interested in the organization.
One of the best parts of mentoring is that instead of having to invest in external resources to be brought into the company, you are capitalizing on the assets you already have, mainly the human component of those resources.
Creating a high-impact mentoring program may not be as difficult as you think, considering all of the benefits that a well-established initiative can bestow upon a company that takes it seriously and decides to use to properly take advantage of everything their employees have to offer. Today in Suzzanne Uhland’s Blog, we want to talk about the things you need to consider and some of the most basic steps to get started and put together a mentoring program that will surely make a difference.
It only makes sense that the first step to take in the creation of such program would be to define the general and specific objectives of the initiative. What do you want to accomplish? Is this about better preparing your people to remain competitive in the market? Do you want to strengthen the leadership of your organization by helping senior leaders hone their skills while giving junior associates a closer look at the inner workings of leadership in action? Is this all about accomplishing better retention and having employees gain perspective or a new appreciation for their company? Do you want to introduce your people to a new skill and decide to use a mentoring program to do so? The answer to all of these questions will probably provide you with a good idea as to which concepts you must focus on while designing the program and which areas will not be so important when making decisions about putting it together.
Your target audience is very important when you are in the planning stages of the program because they dictate the needs of your design. You have to know what motivates your people, where they are in the career and what would be their logical next steps in a quest for growth. Knowing this information will allow you to come up with realistic goals that can be measured according to the participants’ performance and it can come as a huge help to leaders who participate by giving them an idea of the areas in which they can be most helpful and so that they can self-evaluate to gain a better understanding of their own strengths and weaknesses to support the initiative. It is important to remember that a successful mentoring program will always have a strong structure but also be characterized by its flexibility. Remember that no two mentoring relationships are the same, so you must prepare for that.
It doesn’t matter how well designed your program is, it must have an excellent marketing campaign. People in the organization must know that it exists and in the worst-case scenario, at least know what a mentoring program is. It happens quite often that companies announce a mentoring program and are met with a great deal of enthusiasm by a member of the organization, however, the turnout is low and the actual interest seem lower than expected. This happens because people may not truly understand how mentoring works and what it can do for them. It is important that a program is not simply announced, but that actual training is thrown into the mix. Participants must understand all aspects of mentoring so they can see what they are getting into, understand the positive impact that it can bring into their lives and also know how they can maximize their effort by being active participants in their own evolution.
Mentors and mentees must be paired properly and plan to do so must be made considering all approaches. Sometimes these relationships are born organically, but in some case, the organization must step in and help both sides meet based on the criteria each participant has according to what they want from the program and what they can bring to the table. This step is crucial so you must understand how it will take place. Do not let these partnerships be on their own and forget about them completely; remember the organization must be there and provide support in any way it can since the success of a mentoring program is going to be of great influence to the future of the organization.
* Featured Image courtesy of Pixabay at Pexels.com