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.

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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