{"id":8978,"date":"2019-01-30T18:25:11","date_gmt":"2019-01-30T17:25:11","guid":{"rendered":"https:\/\/www.intoo.com\/uk\/?p=8978"},"modified":"2019-01-30T18:25:11","modified_gmt":"2019-01-30T17:25:11","slug":"the-key-to-successful-mentoring-programmes","status":"publish","type":"post","link":"https:\/\/www.intoo.com\/uk\/the-key-to-successful-mentoring-programmes\/","title":{"rendered":"Clarity, Communication, Commitment \u2013 the key to successful mentoring programmes"},"content":{"rendered":"

Mentoring has long been recognised as a highly effective development tool. So much so that according to the Association for Talent Development (ATD)<\/strong><\/a>, 71 percent of Fortune 500 companies have formal mentorship programmes in place.<\/p>\n

The business benefits of mentoring are well documented; a greater ability to attract talent as well as retain it, more effective succession planning and knowledge transfer, higher levels of productivity through improved engagement levels and job satisfaction as well as providing employees with clarity on how they can contribute to the success of the organisation through improved confidence and self-awareness.<\/p>\n

However, as any HR or Learning and Development professional will attest, successful mentoring programmes don\u2019t happen by chance. They require continual investment of time and effort by all parties \u2013 the organisation, mentors and mentees \u2013 to truly realise the benefits.<\/p>\n

The 3 C\u2019s of Effective Mentoring Programmes<\/strong><\/h2>\n

Successful and effective mentoring programmes are based around the following principles: Clarity, Communication and Commitment. And here we will explain what we mean by these:<\/p>\n

Clarity<\/strong><\/h2>\n

Clarity of purpose is vital. Deciding exactly what need your mentoring programme will support ensures that the right mentors can be identified, the right measures can be put in place and the right expectations are set with mentees. Examples of mentoring programmes include; onboarding, development (skills and leadership), career progression, new job transition and diversity to name but a few. Each mentoring programme should be distinct, with clear objectives and measures in place to evaluate its impact and success.<\/p>\n

Clarity of understanding i.e. what mentoring is and what it is not will also ensure that organisations select the right development intervention for the business and its employees. Unsurprisingly, confusion still exists between mentoring and coaching, despite the purpose, approach and outcome of each being very different. This links back to clearly defining the programme\u2019s purpose and what needs you are seeking to address.<\/p>\n

Clarity of skills required by potential mentors will improve the overall effectiveness of your mentoring programme. This requires a process for identifying mentors and developing their skills. For many, being asked to become a mentor is seen as recognition of an individual\u2019s capability and reputation within the organisation; however, this does not mean that they automatically possess the skills needed to be an effective mentor. Investing time in establishing your bench of skilled mentors is therefore a must. Key skills to focus on developing include: building rapport and trust, effective listening, questioning and providing feedback.<\/p>\n