What
is the approach we take?
Things work best when
the mentee chooses the mentor – someone who has
credibility in their eyes.
Where the mentor has been recommended, there is often an initial informal
session for an hour with the mentee to ensure ‘fit’.
The mentor and mentee agree how much time they wish to spend together and
the frequency.
The mentee will agree with the mentor the kind of things they may wish to
cover in their mentoring sessions and contract together.
The mentee, often with the mentor’s help will build up an agenda for
future sessions.
We usually meet somewhere relaxing where we can be removed from the distractions
of the office.
The usual pattern for working
is:-
The mentor sends some prework to the mentee.
A session is booked for around 2 hours.
There may be a further session of the same length within the month.
Contact beyond that may be one session every 6 – 8 weeks for up to
two hours.
The mentor is constantly available by phone, fax, and e-mail in the interim.
Fee rates include any books or materials which will support the session(s) – and
quite a bit of homework!
Internal Mentoring
Leading edge organisations are developing their own framework
and process for introducing and implementing a mentoring
programme. They recognise that increasingly people need a
place they can go...
- ..To gain overview
- ..To seek a wider perspective
on the internal and external challenges they face
- ..To discover their strengths and take
charge of their careers
- ..To consider and craft their best
possible contribution
to the business, bearing in mind their specific
talent
- ..To help their teams step up from good
to great
- ..To ensure that knowledge is effectively
moved and shared around the business
Possible Process
How can you set up a
mentoring process that works successfully? Here are some
steps
you may
want to consider.
1) Decide whether or not you want to provide mentoring
inside your organisation
....and create a framework
if you do.
2) Educate and build a Mentoring Faculty.
3) Educate the mentees how to get the best from their mentor.
4) Encourage the mentee to drive the process.
5) Provide on-going encouragement and education for the
mentors.
6) Review the programme with the mentors
and mentees regularly to judge its
.... contribution to individual performance and business success.
These are just the headlines of some steps you may wish
to consider. It will be important, however, to craft a mentoring
approach
that enables people to develop the qualities needed to contribute
to building a successful future for your business.
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MENTORING
PROGRAMMES THAT WORK
