SaaS solution for your corporate mentorship program<\/a> may ease the burden on all parties.<\/p>\n\n\n\nThe mentor is not supposed to have the answers necessarily in the delivery of the material or how can you help extract this information from the mentor and get it into a shared workspace. <\/p>\n\n\n\n
The key for any business is empowering your senior team members to deliver a successful corporate mentorship program via the means of defined processes and best-in-class technology that doesn\u2019t detract from their core responsibilities.
Also, mentors are intuitive, that's what got them to be mentors. They\u2019ll know that this tug of war on their time and resources is likely to take shape in the future. If they end up being overworked, there must be some sort of remuneration in the form of overtime, or that promotion-in-the-offing to help dissipate any resistance to why the mentorship program is so critical. <\/p>\n\n\n\n
So what makes a good mentor? We have a full article detailing how to earmark those with mentoring potential in your business.<\/strong> <\/p>\n\n\n\nRecruit Mentees - Promote your program and get registrants <\/strong><\/p>\n\n\n\nWayne\u2019s World \u201cBuild it and they will come\u201d - no, they won\u2019t, unfortunately. <\/p>\n\n\n\n
Depending on the goals of your program, you may have some participants already in mind, but now you need to sell the dream. <\/strong>You might even need to offer free pizza. But the end results could be truly astounding. Link to study.<\/p>\n\n\n\nEmploying marketing tactics to win the hearts and minds of your potential mentees, will be essential. You need to create a feeling of curiosity, exclusivity, and urgency. <\/p>\n\n\n\n
If you don\u2019t have an internal marketing team to help with all the collateral, at least including it in your newsletter, and recording some videos and teasers will be enough to get you going in the right direction. <\/p>\n\n\n\n
Promote the program ahead of time (and multiple times)<\/strong>
<\/strong>
Sometimes people miss emails, and you wouldn\u2019t want them to miss something as important as the launch fo the businesses first corporate mentorship (kw) strategy. Promote the coming soon, let them know when registrations will open, and peak their curiosity with some teasers about the program. <\/p>\n\n\n\nDoors open <\/strong><\/p>\n\n\n\nLet everyone know that the chance to apply is open and there are limited spaces (exclusivity)) so get your spot reserved by applying now. Set a time window for when people can enrol (urgency) <\/p>\n\n\n\n
Doors closing<\/strong>
Sending out some final reminders of the window closing, and even some extra teasers to Sometimes a success story from someone who has been through the program, or benefitted from one in their past company so greatly they now hold X position at your company may turn even the most suspicious employee into a curious meerkat.<\/p>\n\n\n\nTrack and measu<\/strong>re performance of the corporate mentorship program <\/p>\n\n\n\nA mentoring tracking system (not GPS!) is typically done through some sort of software, or at minimum a shared cloud document where progress is recorded. <\/p>\n\n\n\n
What\u2019s considered progress?<\/strong><\/p>\n\n\n\nCircling back to the goals of the program will help determine what metrics need to be tracked. Whilst some records like \u2018attendance\u2019 are universal across departments, dependent on the \u2018tier\u2019 of mentor and mentee, different requirements may need to be met based on the individual aspects of the program. For example, someone being trained to pass a qualification that is mandated at a federal level, might require higher benchmarks to be made, or a longer mentorship program to go from mentee to oracle status. <\/p>\n\n\n\n
Using a tool search as LearnDash is a nifty LMS tool through WordPress, that can be interwoven with your corporate mentorship program, by providing student (mentee) logins, course materials and tests. <\/p>\n\n\n\n
Qualitative data also plays an important role, and getting written feedback after sessions or important milestones is important to make adjustments to the program before engagement dwindles, or the goals become further out of reach. <\/p>\n\n\n\n
Drop-in or anecdotal feedback is also important to get at the start, beginning or end of the program. The aim here is to have a discussion that yields more insight to common answers curated through feedback forms, or propose ideas and resolutions to see if they are met with appraisal by mentees and mentors.<\/p>\n\n\n\n
From Mentee to Mr Mastery - Helping mentees become mentors<\/strong><\/p>\n\n\n\nCreating an environment that breeds happy, experienced and altruistic employees, is the lifeblood of any corporate mentorship program. Mentors may want to take a break, or may have to for family\/personal reasons, or take on a new role in the company that has certain demands to acclimatize to.<\/p>\n\n\n\n
Assuming all graduates are ready to become willing mentors is also a false prophecy. After a \u2018grueling\u2019 mentorship program, some mentees may want to enjoy some time away from the digital classroom or on-site visits.
Stories of what roles or companoies successful mentors are now undertaking, or retiring from (from all the dosh<\/em>) might again add some allure to the program, and illustrate how it can have a positive impact on a mentees CV and future career prospects whether at your company or elsewhere.
And if it's not obvious at first sight where the next mentors are lurking in your company, but you've been collecting your data, and defining your ideal mentor's characteristics, you\u2019ll know which graduates have the potential to breathe new life into the program and help shape the future of the company and its employees.\u00a0<\/p>\n","protected":false},"excerpt":{"rendered":"Starting a corporate mentorship program has become more formalized (and digitalised) over the past 20 years. Whilst the role of mentors and mentees can still form organically, a more structured approach can actually benefit its employees and the business in the long-term. Whilst some people might seem like natural candidates to be mentors (the vocal […]<\/p>\n","protected":false},"author":7,"featured_media":122,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"_links":{"self":[{"href":"https:\/\/www.techdecisions.co\/wp-json\/wp\/v2\/posts\/110"}],"collection":[{"href":"https:\/\/www.techdecisions.co\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.techdecisions.co\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.techdecisions.co\/wp-json\/wp\/v2\/users\/7"}],"replies":[{"embeddable":true,"href":"https:\/\/www.techdecisions.co\/wp-json\/wp\/v2\/comments?post=110"}],"version-history":[{"count":5,"href":"https:\/\/www.techdecisions.co\/wp-json\/wp\/v2\/posts\/110\/revisions"}],"predecessor-version":[{"id":125,"href":"https:\/\/www.techdecisions.co\/wp-json\/wp\/v2\/posts\/110\/revisions\/125"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.techdecisions.co\/wp-json\/wp\/v2\/media\/122"}],"wp:attachment":[{"href":"https:\/\/www.techdecisions.co\/wp-json\/wp\/v2\/media?parent=110"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.techdecisions.co\/wp-json\/wp\/v2\/categories?post=110"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.techdecisions.co\/wp-json\/wp\/v2\/tags?post=110"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}