How do you measure the impact of mentoring or sponsorship on your performance and satisfaction?

> Track key performance indicators (KPIs) before and after mentorship/sponsorship to assess improvements in areas like productivity, quality, and innovation. > Evaluate career progression, promotions, or new responsibilities achieved with the support of the mentor or sponsor. > Conduct regular surveys to measure changes in job satisfaction, engagement, and overall morale.

I employ a combination of quantitative and qualitative methods. I track key performance indicators (KPIs) such as client acquisition rates, project completion times, and revenue growth to assess tangible improvements. Additionally, I gather feedback through surveys and one-on-one discussions to gauge satisfaction and personal development - LinkedIn recommendations speak volumes! Reflective journals and regular reviews help in understanding the mentoring relationship's influence on my professional growth. This comprehensive approach ensures I can evaluate the benefits and make necessary adjustments for continuous improvement.

Measuring the impact of mentoring or sponsorship on performance and satisfaction involves assessing both qualitative and quantitative factors. Quantitatively, this can be done through metrics like career progression, job satisfaction surveys, and performance reviews showing improvements in skills and outcomes. Qualitatively, feedback from mentees or protégés on personal growth, confidence levels, and job engagement provides valuable insights. Ultimately, tracking these over time helps gauge the tangible and intangible benefits of mentoring or sponsorship relationships, highlighting their influence on professional development and overall satisfaction.

Set clear objectives and goals for the mentoring or sponsorship relationship Track progress against these goals and evaluate achievements Collect feedback from mentees or sponsored individuals on their experience Measure changes in performance metrics and job satisfaction Assess improvements in skills, career progression, and confidence Analyze retention and promotion rates among those involved in mentoring Compare pre- and post-mentoring performance reviews Gather feedback from mentors or sponsors on the effectiveness of the relationship Conduct surveys or interviews to understand the broader impact on the team Review overall business outcomes related to mentoring or sponsorship programs

Align with your mentor/sponsor upfront before engaging to decide on ‘what does success look like?’ Is it working towards a promotion? Is it working to improve a score in your 360 feedback/appraisal? Is it to gain broader industry insights to plan your future career move? Regular check-ins and assessing progress against the goals set up front enable you to stay focused and see progress. It’s also worth noting that mentoring/sponsorship can often be a two-way process. The mentor can often gain things as much as you so being clear on why the mentor/sponsor is also doing what they’re doing is critical. Are they just ‘trying to give back?’ Or perhaps they want to learn more about your world (if you’re in a different generation to them?)

Incorporating self-evaluation and manager support is key for a holistic view. Here are some examples from different frameworks: -Kirkpatrick’s Model: Use self-evaluations to reflect on behavior changes (Level 3) post-mentoring, and combine these with manager observations. Link these to results (Level 4), such as improved team dynamics or achieving targets. -12 Levers of Learning Transfer: Ensure regular follow-up, feedback, and manager support. For example, track how mentoring improved your time management and project success. -Thalheimer’s LTEM: Combine self-assessment with manager observations to measure skill application over time. Are you solving problems more efficiently or experiencing higher job satisfaction?

Tracking the results of a mentoring relationship is like watching a garden grow. You plant the seeds of knowledge and guidance, and over time, you start to see the fruits of your labor. Maybe you notice you're tackling tasks with more confidence, like a plant stretching towards the sun. Your productivity might bloom, or your creativity could sprout new ideas. Just as you'd measure a plant's growth, you can gauge your progress through feedback or hitting milestones. These 'garden gains' aren't just for you to enjoy – they show others the value of your growth too. It's about nurturing your potential and watching it flourish, creating a vibrant display of your professional development for all to see.

When asked by my Tutors on my MSc Master's Degree in Coaching & Mentoring what I wanted to major on in my Research Project, I had a straightforward choice. I chose the title of "What are the views about how to evaluate Leadership Development Coaching in an organisation?" Why did I choose this? Well, from my many Coaching & Mentoring assignments, it is the question which has the least clarity when I ask it! Many times, it seems as if the Sponsoring organisation has not really considered it. I carried out Semi-Structured Interviews using Qualitative Analysis to Research my subject, & the responses were (as expected) wide ranging, and amazing. Focusing on one sponsoring organisation, the breadth of answers proved that evaluation is key.

I have a unique insight. Why? because I chose this subject as my Research Project Dissertation as a crucial part of my MSc Master's Degree in Coaching & Mentoring at Newcastle University, UK. I invested a year researching "How to evaluate the impact of Leadership Development Coaching in an organisation?" & the work I did illustrated that "success" of the Coaching meant different things to different people. At one end of the spectrum, my Semi-Structured Interviews demonstrated that some sponsors saw Coaching as having holistic objectives, delivering upon a wide ranging Company Vision eg. "reinventing how social care is procured". This compared to others focusing on basic KPIs. Hence, agreeing evaluation methods at inception is key!