Archive | June 2012

Shaping a Mentoring Culture

The most effective way to create a mentoring culture is to build and sustain clearly planned mentoring initiatives.

Most successful mentoring initiatives have two things in common:

  •        They directly reflect and support the organization’s strategic objectives.
  •        They are sustained over time.

Putting together a mentoring initiative is not about avoiding failure. It is about putting together a process that shapes success and makes ultimate success to the organization. It is not about “getting a program going.” It is about making it relevant and making it last.

A careful study of successful mentoring programs demonstrates that these principles had been addressed seriously in each.

  A plan that drives the program

  •  A clear business case tied to strategic direction of the organization.
  •  Specific 1- and 3-year objectives for the program.
  •  Well-defined selection criteria for mentors and mentees.
  • A transparent matching process based on mentee needs and mentor talents and experience.

  Supports in place to sustain the plan

  • A committed and actively involved mentoring planning/steering committee.
  •  A mentoring coordinator with the time, resources and passion to maximize the impact of mentoring on talent development.

  Education and skill-building on participants’ expectations

  • A rigorous orientation and training program for mentors and mentees focusing on the mind-set and skill-set essential for both.
  • An established process for evaluating the effectiveness of the mentoring program in the organization.

  Organizational support

  • A communication process to inform and build support at all levels of the organization.
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