Mentoring Consulting

Being a mentor is one of the finest experiences your can have. 

It helps develop leaders as they learn how to mentor and grow into the role, and it is a great way to improve performance and morale of your talent.  True mentorship is an empowering experience for both parties.  If you want to inject pace and motivation into your business, a mentorship programme is one of the quickest and most effective methods to achieving this.

Employees who are involved in mentoring usually strive for excellence, because they want to show others they are worthy of guiding them toward their goals. Even the smallest mentoring programme used can benefit all parties involved.

While the results of a successful mentoring programme are immeasurably rewarding, the process of planning a mentoring programme - or reviewing the success of an existing programme - can be a big challenge. Whether you are setting up a mentoring programme for the near future, or looking to improve an already-running mentoring programme, several questions must first be answered, including:

  • Is everyone clear regarding the precise definition of "mentoring" within our organisation / team / programme?
  • What expectations do stakeholders (mentors, mentees, managers, HR, and business sponsors) have of the programme?
  • Do all stakeholders and mentoring programme participants fully understand their roles?
  • Has a specific set of programme and partnership objectives been agreed upon by key decision makers?
  • How will programme ROI be measured? What specific success metrics will be used?

The Mentor™ (Measuring Effective Need to Organisational Readiness) workshop is an expert-led strategy session in which key stakeholders will be guided in answering those specific questions, and many more, which are crucial to the success of mentoring as a business strategy. In the workshop, stakeholders will:

  •  Understand the critical success factors of any mentoring programme and how to avoid mistakes
  • Build a business case for mentoring to position it strategically and measure success
  • Gain expert advice on managing program challenges and avoiding pitfalls
  • Depending on your needs, the workshop can take either a one or two-day format, facilitated on-site or at any other convenient location.

Career Directed Solutions has gained many years of experience within the field of mentoring and has worked on a one to one, group and organisation wide basis. Mentoring can be provided on a stand-alone basis, to supplement a training course or workshop or form an intrinsic part of a larger scale training and development programme.

If you are ready to start a mentoring program at your organisation, or want to enhance your existing mentoring programme for a greater return on investment, our consultants are here to help.

Roll Out a Mentoring Program

Once we evaluate your organisation's readiness for a mentoring programme, we help you conduct a cost/benefit analysis, design an action plan to implement a mentoring process that suits your needs, and advise you throughout your implementation.

5 Tips to setting up a Mentoring Programme

  1. Decide on the type and intensity of mentoring you want. Some programmes can be as simple as guiding newcomers in everyday tasks. On the other hand, programmes can be very involved and intensive, allowing for one-on-one meetings, guidance and counselling between experienced workers and beginners.
  2. Don't just wing it: Establish the rules of the system long before you decide to implement it. Establish clear rules of what is expected of the people involved, what the limits are and how long the program is expected to last. Let everybody involved know these protocols beforehand so there are no surprises along the way.
  3. Pair or team up the people involved in the programme. In larger companies, a single executive may become mentor to a group rather than a single individual. While this is not the optimal setup, it can still be inspiring and helpful for proteges and mentors alike.
  4. Choose the mentors properly. You want a mentor with an impressive background and experience, but also someone who is open and willing to share. Mentors should be comfortable with becoming both teachers and partners in the learning process.
  5. Set up a system for monitoring progress, whether it be through formal, written progress reports or informal meetings. Adjust your mentoring programme based on the feedback you receive. Consider handing out anonymous questionnaires, so that mentored employees and mentors can freely answer questions about their experiences with the programme.

Enhance Your Existing Program

We can work with your organisation to align your existing mentoring programme with tangible, measurable business goals, and help you deliver superior career development results for your employees. Whether you want to improve employee retention, strengthen the talent pipeline, or develop a sense of camaraderie and mutual growth within the organisation, we can help you with the solution.

Download the top 20 questions we would ask you prior to setting up and rolling out a mentoring programme fit for your business and talented people.

Contact Frances Mitchell today to learn more about our mentoring consulting services and other mentoring solutions.

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