Establishing A Mentoring Program

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High level overview of the critical components needed to establish a mentoring program.

High level overview of the critical components needed to establish a mentoring program.

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  • 1. Establishing a Mentoring Program What Leaders and Managers Need to KnowMentoring 1 Version: A.05
  • 2. Questions • Do you have a formal mentor program in place? • Which job positions are included? • Does your program have structure/defined goals? • Do you provide formal mentor training? 2
  • 3. Agenda • What is a Mentor • Reasons for Mentoring • Program Components • Benefits • Pitfalls • Assessment • Systran’s “Train the Mentor” • Summary 3
  • 4. What is a Mentor? Definition • One person shares knowledge, skills, information and perspective to foster the personal and professional growth of someone else Different From Coaching/Training • Mentoring includes guidance, role modeling, problem solving in addition to learning new knowledge and skills • Mentoring focuses on building a relationship between the parties to allow greater flow of information, insight, and networking • Mentoring involves more situational, real world learning events 4
  • 5. Reasons for Mentoring • Need for skilled workforce • Transfer of knowledge and skills • Knowledge capture/retention • Decrease time required to achieve competency • Address under performance/not meeting business objectives • Need for future leaders/managers • Organizational development and culture change • Reduce turnover/increase retention 5
  • 6. Mentoring Program Components Successful Mentoring Measurement Program Evaluation Defined, Attainable Goals Communication & Training Management Commitment “Training is a crucial component for an effective, planned mentoring program.” - Accountability: Measuring Mentoring and Its Bottom Line Impact Review of Business, Spring/Summer 2000 6
  • 7. Mentoring Benefits • Transfer of knowledge and skills Performance • Better teamwork and sharing of information improvement • Reduce time to competency for new employees Understand • Business objectives organizational • Regulatory compliance values and • EHS goals • Leaders and managers Develop • Low performers employees • New employee/new job role 7
  • 8. Mentoring Program Pitfalls Design Problems Organizational Issues Other • Unrealistic objectives • Lack of commitment • Geography constraints • Failure to train how to by management • Others mentor • Changes expected too misunderstanding the • Inadequate resources quickly relationship • Failure to plan for • Organizational • Real world events problems structure or barriers • Failure to include • Pairing problems program assessment/evaluation 8
  • 9. Program Assessment Steps for Measuring Success 1. Establish baseline numbers 2. Monitor the program • Process/implementation • Outcomes/results 3. Measure mentoring activity 4. Evaluate program results 9
  • 10. Systran’s Train the Mentor Learning Theory Competency Practical Demonstration Methods Hands-on Real World Exercises Examples 10
  • 11. Summary • Increases transfer of knowledge and skills Mentoring • Reduces time to competency Effectiveness • Improves performance and communication • Increases retention/reduces turnover • Provide resources for planning, coordination, Management and execution Commitment • Define clear goals and expectations • Defined, attainable goals Preparation • Measurable activities and Training • Trained mentors 11
  • 12. For questions, please contact: David Hirsch  dhirsch@systraninc.com  281-480-8004  www.systraninc.com Performance and Compliance Solutions for the Hydrocarbon Processing and Energy Industries 12