Page 28 - Workbased Training COREL test 8.cdr

4. Mentoring

d. Mentoring best practices
1. Define Your Mentoring Program Objectives and Secure Leadership Support.
You might be surprised by the number of mentoring programs without clear
objectives or strong buy-in. Such programs often struggle because there's no
04
consensus of what success looks like. Follow mentoring program best practices by
implementing SMART objectives – specific, measurable, attainable, relevant, and
time-bound. Here's an example: “The goal of our mentoring program is to help
new employees become 80 percent productive by the end of their first six
months.” Such objectives provide direction to program participants and help
organizational leaders understand why they should offer their support. As part of
that, make sure to identify a senior leader who believes strongly in the program
and is willing serve as its executive champion. This person will prove to be a critical
resource and advocate.

2. Find a Strong, Passionate Mentoring Program Manager. Selecting the right
program manager is critical to your mentoring program. A strong program
manager doesn't guarantee success. But a weak one will guarantee
underwhelming results. Program managers provide essential ongoing support,
training, and coaching to participants. They identify opportunities and
troubleshoot issues, working with stakeholders to make ongoing adjustments to
keep the program thriving. They're also instrumental in promoting the program to
potential participants and serve as the program's ambassador (along with the
executive champion) to the organization. Passion, excellent communication, and
organizational skills are a must. Prior experience in serving as a mentor is a bonus.

3. Build Flexibility into the Program. Successful mentoring programs balance the
dueling needs of structure and flexibility. A level of formality is needed within the
mentoring process, participant training, progress tracking, and communication to
help the program run smoothly. Yet mentoring is about individual learning and
growth, which means participant needs will vary in outcomes sought and
preferred methods of learning. When planning a mentoring program, identify
areas that require flexibility and build them into the program. Areas to consider
include: mentoring format (one-to-one, group, circles), duration, and participant
interaction tools.

4. Mentoring

page
26