Mentoring Development Program

Planning & Consultancy

Pre-Program Consultancy - including up to 3 hours consulting time On-Site

Learning Outcomes:

Your Mentoring Trainer will meet with the Project Managers of the Mentoring Initiative to develop an understanding of your situation, organisation, goals and culture.

Your trainer will make recommendations specific to your situation and begin tailoring the delivery to suit your audience and organisational culture.

Audience:

HR Team driving the initiative

Timing:

Upon approval of the Mentoring Program

---

Preparing the Program Owners & Key Stakeholders

1-full day course for the Program Owners and HR/OD Team view

Learning Outcomes:

This course will give key stakeholders the background required to understand what a successful program should 'look like' and how to avoid common pitfalls.

They will also develop strategies to successfully market internally their Mentoring Program to create enthusiastic support from the very beginning.

By the end of this training participants will be able to:

• Discuss developments in mentoring, the roles of Mentors and Mentees and the benefits of mentoring
• Understand how mentoring works and the potential pitfalls.
• Understand mentoring in the workplace, and describe the role of the facilitator(s) implementing the program.
• Design a formal Mentoring program.

Audience:

HR Team driving the initiative

Timing:

Ideally 1-month before the first 'Mentor Training' session.

---

Skilling the Mentors

2 x 3 Hour Power Training sessions on Effective Mentoring for the Mentors view

Session 1 & 2 - Learning Outcomes:

This session lays the foundation for the Mentors, helping them understand the benefits and rewards successful mentoring can deliver to them, their Mentees and to your organisation.

The Mentors then go on to learn how to mentor effectively, how to commence, develop, sustain and end a mentoring relationship.

By the end of this training participants will be able to:

• Discuss mentoring and its multiple applications in today's workplace.
• Use mentoring to play an important role in the development of other people.
• Create, maintain, and transition a mentoring relationship.
• Provide specific behaviours to adopt or stay away from; to maximise the impact of a mentoring relationship.
• Use mentoring to improve today's workplace.

Audience:

The individuals selected as Mentors

Timing:

Ideally both sessions run in the 3-weeks prior to the launch of your Mentoring program.

---

Preparing the Mentees

1 x 3 Hour Power Training session on 'Making the most of being Mentored' - for the Mentees view

Learning Outcomes:

This session is a key element in ensuring the Mentoring Program develops it's own momentum, and successfully becomes part of the organisational culture on an ongoing basis.

Mentees will realise that entering this Mentoring Program represents a fantastic opportunity for their personal and professional growth.

By the end of this training participants will be able to:

• Explore how a mentoring relationship can be beneficial to the mentee, the mentor, the organisation and, possibly to friends and family members.
• Discuss the responsibilities of mentees in managing their own personal development and career growth.
• Explain the skills needed to foster successful mentoring partnerships.
• Provide guidance on building and maintaining productive mentoring relationships.
• Identify techniques for maximising results and using new skills to contribute to the success of the organisation.

Audience:

The individuals selected to be Mentored (the Mentees).

Timing:

Ideally this session runs in the 3-week period before the course.

The first Month of Mentor-Mentee relationship

The Mentors and Mentees have their first direct contact(s).

This time is exciting for both the Mentors and Mentees as they find themselves in a new mutually beneficial relationship that is a flattering opportunity for personal and professional growth.

During this 'forming and storming period' of their relationship there will generally be between 1 and 3 Mentor-Mentee contacts. Whilst the new relationship is an exciting opportunity both parties often feel a little cautious interacting within this unfamiliar personal relationship. Both parties are feeling their way, with varying levels of uncertainty and concern about getting it right, being appropriate and providing what the other party was expecting.

To ensure the Mentoring Program is self perpetuating and to assist in the refined competency development, it is important to provide NO LESS than 2 Post-Launch Support and Skills Booster session for both the Mentors and the Mentees.

Support and Skills Booster Sessions

3 x 60 Minute Skills Booster Sessions for Support, Reinforcement and Collaboration

Learning Outcomes:

These Skills Booster group sessions allow the participants to share their experiences with each other and the trainer, refine their skills and increase their confidence in the overall process.

These sessions are vital to provide all parties with the ability to develop their competency and for the process to become part of their job role and identity within the organisation.

There can be many different approaches to these support sessions, running them on an ongoing basis for 12 months can deliver great benefits, however, 2 sessions for each group is considered the minimum.

Audience:

• 2 x session for the Mentors
• 2 x session for the Mentees
• 2 x feedback debrief with the Program Owners/HR.

Timing:

Ideally these sessions take place 4 weeks and 8 weeks after commencement of the program.

It is important to ensure all Mentors and Mentees have had their initial meeting so everyone has some real world experience to reflect upon and share.

This training package runs across about a 2-month period with the Competency Development sessions continuing for between 2 months and 12 months depending on the organisations commitment to mentoring.