How do you develop a mentoring program?

Freida · #1 07-07-2010, 03:21 PM

I am new in my position, and have a lot of things to learn. My company is overhauling a few of our systems. We'd like to implement a new and better mentoring program. What are the things we need to include when developing a mentoring program.

Rwanda · #2 07-08-2010, 01:19 AM

In developing a mentoring program for your organisation, it's important that you know about these criteria:

Quote:

1. Length of relationship
For mentoring programs to be effective, the mentoring relationship needs to
run for a minimum of six months. However, research shows that more
effective results are achieved with relationships of one year or more (Jean E
Rhodes, 2001).

2. Contact time
Regular and frequent contact over the period of the mentoring relationship is
important.

3. Ratio of mentees to mentor
Mentors need to be paired with mentees preferably on a one-to-one basis, or a maximum of two mentees with an experienced mentor if absolutely necessary.

4. Training of mentors
A minimum of ten hours (preferably over two non-consecutive days) of training for mentors should occur prior to the commencement of the program.

5. Training should include:
- information on the background and purpose of the program
- nature of the mentoring relationship, including roles and responsibilities
-input relating to the student group eg developmental issues
-skills used eg communication, strategies for managing behaviour,
social and learning skills, problem solving and limit setting

Rwanda · #3 07-08-2010, 04:09 AM

a continuation...

Quote:

-boundaries of the relationship and confidentiality
-child protection issues
-procedures and protocols.

Training provides an opportunity for the mentoring coordinator to determine if the volunteers are ready to be mentors.

6. Mentor screening and commitment to the program
Adult mentors must provide proof of identity and complete:

a. a Prohibited Employment Declaration stating that they are not a person
prohibited from undertaking child-related employment and

b. the Consent to employment screening if contact with children is not
directly supervised.

Rwanda · #4 07-08-2010, 04:12 AM

Well, that's not the complete checklist yet.

You can view the complete one here:

http://docs.google.com/viewer?a=v&q=...0qPiAU-qScATjw

Eddy · #5 07-19-2010, 12:45 PM

We actually have a simpler mentoring program. For all our new hires, they get a day or two from those within their departments. This allows them to learn about what their colleagues are doing and appreciate their work more.

findingnero · #6 07-19-2010, 01:26 PM

We encourage our staff for informal mentoring. They can approach their supervisors or managers and even colleagues and asked to be coached.

peru.beans.adriana · #7 07-20-2010, 02:36 AM

Our company does that as well. In fact, a big part of our appraisal is how open the employee is to these coaching, both giving and receiving it.

polkadot · #8 07-20-2010, 04:25 AM

It's nice to know that mentoring doesn't have to be "institutionalised" and that it could be informal.

bradjackson · #9 07-20-2010, 05:29 AM

I think that it matters on what culture you have. Our employees are by far very competitive. It would be difficult to expect them to teach somebody else about what they know.

Neferteri · #10 07-20-2010, 05:34 AM

We have always communicated that this kind of behaviour is not acceptable, and have always encouraged our employees to share what they know. We even set up a company wiki for that, so that it'd be easier to share knowledge. Those who want more can approach anybody for more coaching.