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How to Make Your Mentoring Program a Success

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While mentoring can be an extremely effective talent development strategy, there are a lot of factors that go toward a mentoring program’s success. It’s an unfortunate truth that a lot of mentoring …

While mentoring can be an extremely effective talent development strategy, there are a lot of factors that go toward a mentoring program’s success. It’s an unfortunate truth that a lot of mentoring programs don’t deliver on the promise hoped for at the start because of some very common mistakes, which can lead to frustration throughout the entire organization.

These slides are from an Insala (www.insala.com) webinar detailing:

1. Common Trends with Mentoring Programs Today
2. 7 Rules for Success
3. A Case Study
4. Ensuring Your Program's Success: The Mentoring Process

Published in Business , Education
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  • 1. Insala Webinar Series: Webinar 18 How to Make Your Mentoring Program a Success This webinar will begin a few minutes past the hour. Your audio options are to dial in with the number provided, or use VOIP. Please select your preferred choice. For the best possible visual and audio experience, close all applications and documents that you are not currently using. To avoid static, beeping, or clicking sounds that may affect your audio experience while using VoIP, keep phones and other electronic handheld devices, as well as electronic wires, away from your speakers. If you cannot hear the webinar once started, make sure you have indicated the correct settings on your audio panel. If you have dialed-in select « telephone ». If you have decided to join with VoIP, select « Use Mic and Speakers »
  • 2. Blake McDaniel Webinar Facilitator Insala Judy Corner Mentoring Subject Matter Expert Insala Insala Webinar Series: Webinar 18 How to Make Your Mentoring Program a Success
  • 3. Webinar Instructions @InsalaTalent using #InsalaWebinar
  • 4. Insala’s Mentoring Webinar Series: Welcome Back Today: How to Make Your Mentoring Program a Success View all previous and upcoming mentoring webinars at mentoringtalent.com/webinars
  • 5. Who is Insala? Insala improves business performance by developing your talent. We provide solutions to help your employees grow and develop. We offer career development, mentoring, coaching, career transition, and alumni program solutions to help you do just that.
  • 6. Discussion Groups and Social Networking LinkedIn • Follow our company page: www.linkedin.com/company/insala • Join our LinkedIn Group: Hi-Impact Mentoring® Thought Leaders’ Club Twitter Tweet your comments @InsalaTalent using #InsalaWebinar during or after the webinar Blog Follow our blog (blog.insala.com) throughout September for posts on mentoring
  • 7. Our Unique Mentoring Solution: The Hi-Impact Mentoring® Approach Training Consulting SaaS Technology = Sustainability
  • 8. What You’ll Learn Today 1. Common Trends with Mentoring Programs Today 2. 7 Rules for Success 3. Case Study 4. Ensuring Your Program’s Success: The Mentoring Process
  • 9. Common Trends with Mentoring Programs Today
  • 10. Organizations are finding that Mentoring is a Business and Organizational Strategy How are they doing it?  Moving from Informal to Formal  Tying to Business Goals Business and Organizational Strategy
  • 11. Moving from Informal to Formal Informal Mentoring… Not tied to organizational objectives No specific goals or success metrics Matches made based on similarity and attraction No program manager No defined timeline for partnerships No training for participants Formal Mentoring… Tied to organizational objectives Specific goals and success metrics Matches made based on developmental goals Has a program manager Partnerships have defined timeline Training for participants Less Strategic More Strategic
  • 12. Onboarding Of New Hires Reinforce Learning from Training Enhance Corporate Diversity & Inclusion Leadership Development Support Career Development Build a Succession Pipeline Strategic Use of Formal Mentoring
  • 13. Most Popular Strategic Use of Formal Mentoring Developing leaders and strengthening the succession pipeline always come out on top.
  • 14. Today’s Types of Mentoring • 1 to 1 - Mentor more experienced (Traditional – Face to Face) • Distance Mentoring • Situational Mentoring • Mentoring Circles • Group (or Team) Mentoring • Peer Mentoring • Reverse Mentoring
  • 15. Our 7 Rules for Success
  • 16. Our 7 Rules for Success 1. Provide structure and guidance 2. Agree on objectives of program 3. Identify success measurements 4. Gain interest or support from management 5. Clarify roles and provide training 6. Have a program administrator for guidance 7. Use technology to manage the program and ensure sustainability
  • 17. A Case Study: Technology Company Company Scenario  On-board and train approximately 50-60 new hires every quarter.  The training staff was overloaded with new hires  From exit and satisfaction surveys existing employees were complaining that no training was being offered  Mentoring was the answer  But pressure from senior management to implement
  • 18. A Case Study: Technology Company The Results  Participants did not have a clear understanding why the organization was doing this  Mentees complained that the mentors did not seem engaged  Neither mentors nor mentees were really clear as to what was to be accomplished  Some partnerships did not work out  Senior management was asking for quantitative information as well as qualitative and it was not available.
  • 19. A Case Study: Technology Company Solution – Phase 1  M*O*R*E Workshop – Strategic Planning  Mentor Training  Mentee Training  Manager/Supervisor Training Phase 2  Technology to match mentees and track and measure results
  • 20.  Ability to report. The program was tied to business objectives.  Success measurements included faster learning curve (increase of 5 weeks faster).  Qualitative Evaluation improvements including higher satisfaction with matching/pairing, partnership results, and understanding of mentor, mentee and manager roles  More mentors applying to become mentors again; mentees applying to become mentors Case Study - Long-term Outcomes
  • 21.  Ability to track progress to learning goals/objectives  Comments from managers/supervisors regarding their support and satisfaction with the program  Less administration time spent –decrease of almost 50% by using a technology solution and better matches Case Study - Long-term Outcomes
  • 22. Ensuring Your Program’s Success: The Hi-Impact Mentoring® Process
  • 23. Establish clear objectives and metrics and tie them to organizational goals Ensure you have identified all possible challenges Nominate a program administrator that participants can turn to The Hi-Impact Mentoring® Process
  • 24. Market and brand your mentoring program Communicate process details to entire organization Provide training for Mentors, Mentees, Managers/Supervisors and Program Administrators The Hi-Impact Mentoring® Process
  • 25. Track progress of each mentoring partnership, and gather ongoing feedback from program participants The Hi-Impact Mentoring® Process
  • 26. Track interactions between mentors and mentees and the progress of each partnership using an online solution Use an online tool to ensure sustainability The Hi-Impact Mentoring® Process
  • 27. How Can We Help You? 1. EVALUATE what a structured mentoring program can achieve for your organization, using the Hi-Impact Mentoring® Readiness Workshop 2. DETERMINE how your organization can roll out mentoring as an effective talent development initiative 3. IMPLEMENT a successful mentoring program using our online mentoring solutions and training 4. ACHIEVE maximum program ROI and demonstrate results
  • 28. Final Thoughts Mentoring is a measurable business strategy, if made formal and tied to objectives Mentoring is widely used to strengthen the succession pipeline Make your program succeed by defining and clarifying purpose and roles, providing training, and attaining sponsorship To avoid the pitfalls use the PIEM Model - Plan, Implement, Evaluate and Manage
  • 29. Questions? Contact Insala to learn more – New York | London | Dallas www.insala.com | www.mentoringtalent.com Email: info@insala.com US: +1 817.355.0939 UK: +44 (0)207 297 5940 Our blog this month is dedicated to mentoring! Check it out at blog.insala.com Join our Hi-Impact Mentoring® Thought Leaders Club for: • A copy of today’s slides • A link to the webinar recording • Answers to the most common questions we didn’t get to today Tweet us what you found interesting @InsalaTalent! Use #InsalaWebinar to join the conversation.