Without a clear purpose and measurable goals, your organization’s mentoring program will not succeed. You need to plan in advance what your goals are for your mentoring program. You also need to determine how you’ll know when you reach those goals.
You need to identify the program’s purpose, set short-term goals, and establish long-term goals.
Decide on your mentoring program’s purpose
First, decide on your mentoring program’s purpose. The program may serve newly hired employees, leadership candidates, or various other groups of staff members. The program’s purpose may be to aid with induction, give support, or provide a fast track to leadership positions, depending on the specific needs of the employees it serves.
- New Employees — You may wish to set up a mentoring program to help with the induction of new employees. Providing new hires with training, information, and support can help them become productive faster and accelerate their advancement.
- Rising Stars — Perhaps you need a mentoring program to fast-track promising employees. In that case, mentoring activities would help prepare proteges for advanced work or leadership positions.
- Isolated Workers — Does your company employ lots of telecommuters, or are its divisions spread across a large geographic area? In that case, you may need a mentoring program that provides support to isolated workers.
- Unrepresented Groups — If your company is trying to increase diversity in its work force, you may need a mentoring program designed to provide support or leadership training to members of traditionally underrepresented groups.
When deciding on the purpose of your organization’s mentoring program, don’t expect too much from one program. Choose only one purpose and devote all the program’s efforts to it alone. Naturally, you want to make sure the program’s purpose supports organizational goals.
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