Question

How can resource requirements vary according to the mentoring program mode? Answer in 150-200
words.

Answer 1

Resource requirements -

One factor that is vital to developing a program that fits with your company is to align the structure of your program with the culture of your company.

If your company is extremely formal, it might be best to have a formal application process, minimum time requirements, and set durations for the mentoring relationship (typically mentoring relationships last between six months and two years, depending on the goal of the mentee).

If your company is informal, it might be okay to match people up and then let them figure out the logistics. But it's important to put at least minimal guidelines in place. "If it's too informal, you don't have any control over it, and it could die very easily," . No matter what degree of formality your program takes on, you need someone to champion the project and check-up on how well its guidelines are being followed.

Some companies, use group mentoring. Others use peer mentoring, bring in an expert for facilitated mentoring, have lower-level employees teach higher-level employees in reverse mentoring, or even use a speed-dating format for "flash mentoring."

But the most common type of mentoring program is one-to-one pairs, and thus the most common conundrum is how to pair mentees and mentors.

Few companies has a system for making mentoring matches that includes a questionnaire, phone interview, and committee recommendation for each mentor and mentee.

Another way may be to offer the mentor or mentee several options for a partner and allow them to choose one.

Mentoring pairs might choose to structure their time differently depending on their goals and preferences. But it's helpful to at least make a suggestion for how the mentoring pairs can get the most out of their relationship.

In the establishing agreements phase, the mentor helps the mentee work out a plan, with clear tasks, for achieving his or her goal. The enabling phase is when the work happens. The mentor supports the mentee in following his or her plan as well as provides feedback and accountability. "They provide a mirror so that the person can see where they are and what the possibilities are," .

When you find a goal, find a way to measure whether or not your program is making progress toward it.

Ask mentors and mentees how their experiences went. Look at productivity and measurable improvement in the areas that your program was targeting.

Good practices include supplementing formal training with bite-sized refreshers and resources and creating peer networks for both mentors and mentees.

The mentoring program manager should have regular check-ins to help keep the relationship on track with respect to the goals and, more importantly, to give the mentor and the mentee the space to express their concerns and be heard.