2/12/2005 10 Break Points for Successfully Implementing a Mentoring Program 1

10 Break Points for Successfully Implementing

a Mentoring Program

2/12/2005 10 Break Points for Successfully Implementing a Mentoring Program 2

Start at the Top

• Outspoken support for program and commitment to Mentoring by CEO, President, division supervisor, manager etc..

• Value:– Gain support of Mentors– Encourage Mentees to be more active– Shows that program is a priority

2/12/2005 10 Break Points for Successfully Implementing a Mentoring Program 3

Light the Path

• Why is your company introducing a mentoring program?

• What should the company get out of the program?

• Which groups of staff need the program the most?

2/12/2005 10 Break Points for Successfully Implementing a Mentoring Program 4

Appoint Leaders

• Technical Administrator– Qualities

• Competencies in HTML a must• Able to communicate issues effectively• Quick and creative problem solver• If no in-house staff available, optional Advance

Mentoring Technical Administrators Available

– Responsibilities• Oversees and maintains website

– Sends group emails– Applies upgrades– Maintains support and general content

• Acts as technical liaison to Advance Mentoring staff

2/12/2005 10 Break Points for Successfully Implementing a Mentoring Program 5

Appoint Leaders (cont.)

• Internal Coordinator– Qualities

• A deep knowledge of the company• Employee development skills• The skills to develop, deploy, evaluate, and adapt

programs and initiatives

– Responsibilities• Assists in program planning• Obtaining any necessary approvals• Promotion of program within the company• Reporting on progress and outcomes of the program

2/12/2005 10 Break Points for Successfully Implementing a Mentoring Program 6

• Third Party Consultant– Qualities

• Experience in implementing programs• Deep knowledge of the inter-workings of a mentoring

program• Able to effectively advise staff on best practices

– Responsibilities• Work with Internal Coordinator, Technical

Administrator, and other staff appointed to managing the program

• Assist in oversight and evaluation• Coordinate training programs, seminars, and

information sessions with the Internal Coordinator

Appoint Leaders (cont.)

2/12/2005 10 Break Points for Successfully Implementing a Mentoring Program 7

Planning

• Establish clear progress metrics before implementation– Mentee promotion metric– Mentees more knowledgeable about

functions and operations within the company

– Mentee Performance Reports– Sidebar comments on the program

• Mentors discus enjoyment of program• Mentors report new insights and skills from

program

2/12/2005 10 Break Points for Successfully Implementing a Mentoring Program 8

Planning (cont.)

• Mission statement and general statement of purpose– Aims and goals of the program– Details performance metrics and reporting– Length of program cycle– Which staff will be eligible for the program– Provide reasoning why only these staff

members have been given eligibility– Benefits to participating Mentors and Mentees

• Develop timeline – Planning, preparation, promotion, information

sessions, launch

2/12/2005 10 Break Points for Successfully Implementing a Mentoring Program 9

Promotion

• Use all available existing channels – Team breakdown sessions, bulletin boards,

newsletters, email groups• Release mission statement and general

statement of purpose– Should contain signatures of

CEO/President/Manger/Supervisor– Contact information for appointed leaders– Personal letter written by

CEO/President/Manger/Supervisor recapping major points stated in the mission statement and general statement of purpose

2/12/2005 10 Break Points for Successfully Implementing a Mentoring Program 10

Information Sessions

• Hold information sessions for all eligible staff. Also invite those not eligible in the current cycle.

• Introduce appointed leaders• Introduce the AMASP V 1.0 Client• Explain the roles of Mentors and Mentees

within the program• Presence of CEO/President/Manger/

Supervisor • Provide introductory materials for the

AMASP V 1.0 Client

2/12/2005 10 Break Points for Successfully Implementing a Mentoring Program 11

Registration

• Have all eligible staff register, place profiles, and take AMPT on the AMASP V 1.0 Client.

• Use search functions to locate prospective Mentors/Mentees

• Matching is automated, based on the profile information of each individual Mentor and Mentee

• Establish first contact and choose Mentor(s)/Mentee(s)

• Add the Mentor/Mentee• Communicate and begin Mentoring Relationship

2/12/2005 10 Break Points for Successfully Implementing a Mentoring Program 12

Training

• Educate Mentors and Mentees on best practices– Using resources from Advance

Mentoring– Resources from third parties such as the

Mentoring Group, Deliver the Promise, or the Management and Leadership Network

– In house seminars

2/12/2005 10 Break Points for Successfully Implementing a Mentoring Program 13

Mentoring Agreements

• Develop a Mentoring agreement– Provided for Mentor Mentee pairs after

each has added the other as a Mentor or Mentee

– Not a binding agreement, but loosely lays out expectations in the relationship

– Establishes ground rules• Where meetings will take place• How long meetings will last• Communication preferences

2/12/2005 10 Break Points for Successfully Implementing a Mentoring Program 14

Oversight and Evaluation

• Support but do not intrude on relationships

• Use metrics designated before hand to conduct regularly scheduled evaluations

• Conduct interviews with sample Mentor/Mentee pairs

2/12/2005 10 Break Points for Successfully Implementing a Mentoring Program 15

AMASP V1.0

Contact Advance Mentoring For AMASP V1.0 Ordering Information

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