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

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How To Create & Sustain A Mentorship Program

  1. 1. How to Create & Sustain a Mentorship Program<br />
  2. 2. Steps to Creating a <br />Mentorship Program <br />
  3. 3. Begin with the end in mind. What is your intent? <br />
  4. 4. There should be <br />measureable goals <br />
  5. 5. Organizational commitment from the top<br />
  6. 6. Participants: Prep & Orientation<br />
  7. 7. Who will the participants be? Mid-level, senior, etc.<br />
  8. 8. Interns and/or full-time hires? <br />This will drive duration.<br />
  9. 9. Nature of Interaction<br />
  10. 10. Single leader mentoring circle: one mentor and many mentees <br />
  11. 11. Mixed level mentoring circle: <br />a mixed group of mentors and mentees <br />
  12. 12. Peer mentoring: each member of the group is on the same professional level <br />
  13. 13. E-mentoring: implements the use of phone and e-mail in order to interact with participants <br />
  14. 14. Reverse mentoring: junior employees mentor senior staff<br />
  15. 15. Evaluation & Review <br />
  16. 16. How will you define success? <br />
  17. 17. What measures are in place?<br />
  18. 18. Have you committed yourself to a process of continual improvement? <br />
  19. 19. Benefits of a Mentorship Program<br />
  20. 20. Win:Win:Win<br />
  21. 21. Mentees will certainly benefit <br />
  22. 22. Mentors often learn from their mentees <br />
  23. 23. Organizations benefit from increased retention, engagement levels and overall effectiveness of their employees<br />
  24. 24. Foundation for Success <br />
  25. 25. Helps on-board entry-level employees to new organizations and the quality of the new hire experience<br />
  26. 26. First 90-120 days is key in determining both short- and long-term success<br />
  27. 27. 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)<br />
  28. 28. Underrepresented Groups <br />
  29. 29. Mentors often offer access to the “system” that is often challenging for these groups to gain access to<br />
  30. 30. Attracting and Retaining <br />New Hires<br />
  31. 31. Commitment to Development (Attract) <br />
  32. 32. The presence of a mentorship program speaks to a company’s commitment to developing their associates, enabling them to be successful, etc. <br />
  33. 33. Stronger Organizational Commitment (Retain)<br />
  34. 34. Increasing Performance Levels<br />
  35. 35. Culture <br />
  36. 36. You can’t operate successfully within an organization if you’re unaware of its cultures, its norms, values, principles, etc. <br />
  37. 37. You gain access to and an understanding of these things through mentoring relationships<br />
  38. 38. Organizational Intel <br />
  39. 39. It allows you to better understand where you fit, how you fit, and where your contributions are best suited<br />
  40. 40. Unwritten Rules <br />
  41. 41. You gain it through trusted relationships, and these often take the form of mentoring relationships<br />
  42. 42. Creating a Comfortable Environment <br />
  43. 43. Commitment <br />
  44. 44. To each other, to the process, to the mutually established and communicated expectations, objectives, etc.<br />
  45. 45. Trust <br />
  46. 46. A base-line level must be established up-front and not violated <br />
  47. 47. You can’t build immediate trust, but you can lose it almost immediately<br />
  48. 48. Sincerity <br />
  49. 49. 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<br />
  50. 50. Candor, Humility & Transparency<br />
  51. 51. Before You Act/Speak, Ask Yourself: What’s My Motivation? <br />
  52. 52. Why am I in this relationship? <br />
  53. 53. What am I hoping to obtain? <br />
  54. 54. Making the Most of Your Time<br />
  55. 55. Rules of engagement (in-person, on the phone, ad hoc, planned, etc.)<br />
  56. 56. Have a plan! (when, how, why, where)<br />
  57. 57. Questions?<br />Heather R. Huhman, founder & president<br />Come Recommended<br />Heather@ComeRecommended.com<br />Dave Cofer, founder & president<br />Cofer Consulting Solutions<br />David.Cofer@CoferConsulting.com<br />
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