7 steps to setting up a successful internal Mentoring Programme

Not nearly enough Organisations take advantage of the benefits that setting up and internal Mentoring Scheme can offer, so let’s first consider what a successful Mentoring Programme can do.

It will;

·????????Create a culture of learning and personal/professional development

·????????Reduce the cost of Training

·????????Help you to spot Leaders and High Potentials early, thereby reducing staff attrition

·????????Increase job satisfaction and career prospects

·????????Ensure both parties grow from the relationship

·????????Increase motivation and engagement

·????????Decrease stress in the workplace

·????????Help mentees learn the value of structured planning, preparation and accountability

·????????Improve creative thinking, problem solving and communication skills

·????????Save time and help employees to focus and prioritise

·????????Facilitate succession planning

·????????Entice new talent. Structured and well-planned mentoring is a real perk

·????????Create loyalty and help shape new staff in line with your values

·????????Help the mentor to deconstruct automatic practices, which in turn leads to increased self-awareness.

Internal mentoring programs work best when they’re fairly informal, so bear this in mind as you plan.

As a qualified Enterprise Mentor, I have also advised on the global roll-out of Mentoring Programmes. From experience, the key things to add to your tick-list are;

1.??????Determine the purpose, size, structure and scope of the roll-out at least 6 months, but preferably a year beforehand. Will you offer team mentoring or 1-2-1? Reverse mentoring? Think about existing skills-gaps, organisational objectives and crucially, how your programme will be measured. Do you have the necessary resources?

2.??????Gain buy-in at the highest level. This is essential for the programme to succeed. Make sure that all elements are signed off and that a robust and regular reporting framework is in place.

3.??????Put out a call. Mentoring Programmes , like any (new) initiative, need to be promoted. Think intranet, HR and L and D liaison, Newsletters and any other internal communication strategies that will help it to gain visibility. Make sure that everyone understands the benefits. You could try approaching department heads and get them to suggest members of their team, which could act as a reward and increase team cohesion and engagement.

4.??????Assess the response. Some will want to mentor, others will need mentoring – ideally you’re looking for a balance. Think about what your ‘ideal’ mentor or candidate for mentoring will look like. Are they new managers, new hires or senior leadership? Do they want to up-skill ready for promotion, prepare for a handover, do their job better, add to their professional network, or implement a new project, for example? Doing this helps you begin to match mentor and mentee, whilst being mindful that not every applicant will be a suitable candidate. Set clear expectations and think about creating ‘Mentor Bios’ to help with the matching process.

5.??????Create a strong foundation. Not every mentor will have the necessary skills to be successful. Assess their ability to provide constructive feedback, their patience and enthusiasm, their listening, observation and communication skills, their level of self-awareness and knowledge of the company (including values, people, policies, procedures and objectives). Are they inspiring and focused on mutual growth?

6.??????Compatibility. Because many mentors are in more senior positions, mentees might initially feel slightly uncomfortable. Put their mind at rest by matching according to generation (where appropriate), interests and hobbies, sector and personality traits/learning styles , for example. Make sure that your mentor has a suitable network to support their mentee’s goals and progress, a genuine interest in people and making a difference. Check that the mentor has a clear understanding of what the mentee does and their objectives.

7.??????Gather feedback and course-correct. There is deep value to be had from regularly meeting with your core mentor group (once a month/quarter) and gaining feedback whilst preserving confidentiality. Assess perceived benefits, the overall experience, usefulness and suggestions for improvements and changes from both groups.

Don’t forget to set clear parameters for the mentoring relationship and sign a code of conduct . Programs like River and Mentorloop ?can help organisations match mentees/mentors based on competencies, company structure and individual goals.

I hope that this brief overview will help you see the benefits and value of setting up your own internal mentoring programme. If you have any questions, feel free to get in touch.?

Alison Roberts?is an ex-entrepreneur with 35 years’ experience as a Global L&D Leadership Consultant, Sales Director/Trainer, Account Manager, Executive & Business Mentor and Public Speaker. She is passionate about Women in Leadership and specialises in developing and empowering future leaders and high-potentials. She is at her best when solving complex problems and challenging the status quo.?Connect with Alison on?LinkedIn ?and?Facebook

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