Mentoring

A good way to gauge the interest and success of the program is to survey the participants during the program. Are both parties satisfied with their roles? Do they feel they are teaching/being taught enough? Are they both gaining knowledge and/or insights? Going further, the mentors need to provide feedback to the mentees, inform them […]

When the mentor leads by example, the mentee can be exposed to and learn the methods, procedures, values, and culture of the organization by observing the mentor’s behavior. But bad habits can also be inherited by the mentee, so it is paramount that mentors are aware of their conduct and what it is they are […]

Under a formal mentoring program, both mentors and mentees need to know exactly how the program will work. Some organizations have been doing this for a long time and have various documents for the mentor and mentee to complete. If not, then they need to agree on a plan, such as the length, expectations, goals, […]

  Ideally, the mentor has as much interest in being a mentor as the employee or intern has in being mentored. It’s only fair to both parties that the interest is mutual and can improve both parties’ knowledge, perspectives, and insights while sharpening interpersonal skills. Beyond this, the mentor must be capable of supporting, listening, […]

Some organizations have formal mentoring programs, and in that case they need to determine: A timeline – how long will the mentoring program last? What are the goals and expectations of both parties by the end of the program? What will be the process? How often will the mentors and mentees meet, what types of […]

A mentoring program is an excellent way to prepare future leaders. A good program can give interns, as well as newer or younger employees, exposure to experiences and opportunities that help them develop their own management and decision-making skills. Here are some tips for developing a successful mentoring program in your company or agency. See […]