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Lack of time and timing
Lack of commitment
Naysayers
Untested assumptions
Fuzzy program goals
Failure to continuously evaluate the program
Breach of confidentiality
Lack of communication
Failure to act on lessons learned
People
Vision
Understanding
Values
Structure
Communication
Strategy
Setting Goals
Clarifying Expectations
Defining Roles and Responsibilities
Monitoring Progress and Measuring Results
Gathering Feedback
Formulating Action Goals
Integrating Process Improvements
Communicate,
Communicate,
Communicate!
Practices that Stimulate Value and Visibility◦ Role modeling by leaders◦ Reward, recognition and celebration◦ Financial incentives and support◦ Appreciation
What can you do to stimulate value and visibility for mentoring?
How will you determine your effectiveness in adding value?
Lunch-and-Learnsessions
Briefing or InfoSessions
“Breakfast ofChampions”
Mentoring White Paper
MentoringCommunications Toolkit
Branding
Mentoring Events
Signage/logo
Announcements
Presentations
Website
Mentoring FAQs
Mentoring Website
Mentoring ResourceCenter
Mentoring Roundtables
Has a multiplier effect
Motivates participation
Spurs conversation and dialogue about mentoring
Builds credibility
Produces momentum
Inspires application of new insights and learning
What specific implementation strategies can you use to build demand for mentoring?
One-on-One
Group Mentoring◦ Facilitated
◦ Peer
◦ Team
Mentoring Board of
Directors
Reverse Mentoring
Flash Mentoring
Supervisory
Informal
Formal
Virtual
What support for mentoring is needed?
What is already in place that you can build on?
◦ What are you doing to create readiness and understanding for participants?
◦ What breadth and depth training is in place?
What is missing?
What do you have in place to support the
mentee’s transition to the mentor role?
Stumbling Blocks
Proactive
Reactive
Road Blocks
Proactive
Reactive
