2/12/ Break Points for Successfully Implementing a Mentoring Program1

2/12/ Break Points for Successfully Implementing a Mentoring Program2 Start at the Top Outspoken support for program and commitment to Mentoring by CEO, President, division supervisor, manager etc.. Value: –Gain support of Mentors –Encourage Mentees to be more active –Shows that program is a priority

2/12/ Break Points for Successfully Implementing a Mentoring Program3 Light the Path Why is your company introducing a mentoring program? What should the company get out of the program? Which groups of staff need the program the most?

2/12/ Break Points for Successfully Implementing a Mentoring Program4 Appoint Leaders Technical Administrator –Qualities Competencies in HTML a must Able to communicate issues effectively Quick and creative problem solver If no in-house staff available, optional Advance Mentoring Technical Administrators Available –Responsibilities Oversees and maintains website –Sends group s –Applies upgrades –Maintains support and general content Acts as technical liaison to Advance Mentoring staff

2/12/ Break Points for Successfully Implementing a Mentoring Program5 Appoint Leaders (cont.) Internal Coordinator –Qualities A deep knowledge of the company Employee development skills The skills to develop, deploy, evaluate, and adapt programs and initiatives –Responsibilities Assists in program planning Obtaining any necessary approvals Promotion of program within the company Reporting on progress and outcomes of the program

2/12/ Break Points for Successfully Implementing a Mentoring Program6 Third Party Consultant –Qualities Experience in implementing programs Deep knowledge of the inter-workings of a mentoring program Able to effectively advise staff on best practices –Responsibilities Work with Internal Coordinator, Technical Administrator, and other staff appointed to managing the program Assist in oversight and evaluation Coordinate training programs, seminars, and information sessions with the Internal Coordinator Appoint Leaders (cont.)

2/12/ Break Points for Successfully Implementing a Mentoring Program7 Planning Establish clear progress metrics before implementation –Mentee promotion metric –Mentees more knowledgeable about functions and operations within the company –Mentee Performance Reports –Sidebar comments on the program Mentors discus enjoyment of program Mentors report new insights and skills from program

2/12/ Break Points for Successfully Implementing a Mentoring Program8 Planning (cont.) Mission statement and general statement of purpose –Aims and goals of the program –Details performance metrics and reporting –Length of program cycle –Which staff will be eligible for the program –Provide reasoning why only these staff members have been given eligibility –Benefits to participating Mentors and Mentees Develop timeline –Planning, preparation, promotion, information sessions, launch

2/12/ Break Points for Successfully Implementing a Mentoring Program9 Promotion Use all available existing channels –Team breakdown sessions, bulletin boards, newsletters, groups Release mission statement and general statement of purpose –Should contain signatures of CEO/President/Manger/Supervisor –Contact information for appointed leaders –Personal letter written by CEO/President/Manger/Supervisor recapping major points stated in the mission statement and general statement of purpose

2/12/ Break Points for Successfully Implementing a Mentoring Program10 Information Sessions Hold information sessions for all eligible staff. Also invite those not eligible in the current cycle. Introduce appointed leaders Introduce the AMASP V 1.0 Client Explain the roles of Mentors and Mentees within the program Presence of CEO/President/Manger/ Supervisor Provide introductory materials for the AMASP V 1.0 Client

2/12/ Break Points for Successfully Implementing a Mentoring Program11 Registration Have all eligible staff register, place profiles, and take AMPT on the AMASP V 1.0 Client. Use search functions to locate prospective Mentors/Mentees Matching is automated, based on the profile information of each individual Mentor and Mentee Establish first contact and choose Mentor(s)/Mentee(s) Add the Mentor/Mentee Communicate and begin Mentoring Relationship

2/12/ Break Points for Successfully Implementing a Mentoring Program12 Training Educate Mentors and Mentees on best practices –Using resources from Advance Mentoring –Resources from third parties such as the Mentoring Group, Deliver the Promise, or the Management and Leadership Network –In house seminars

2/12/ Break Points for Successfully Implementing a Mentoring Program13 Mentoring Agreements Develop a Mentoring agreement –Provided for Mentor Mentee pairs after each has added the other as a Mentor or Mentee –Not a binding agreement, but loosely lays out expectations in the relationship –Establishes ground rules Where meetings will take place How long meetings will last Communication preferences

2/12/ Break Points for Successfully Implementing a Mentoring Program14 Oversight and Evaluation Support but do not intrude on relationships Use metrics designated before hand to conduct regularly scheduled evaluations Conduct interviews with sample Mentor/Mentee pairs

2/12/ Break Points for Successfully Implementing a Mentoring Program15 AMASP V1.0 Contact Advance Mentoring For AMASP V1.0 Ordering Information Advance Mentoring Corporate Home Advance Mentoring Public Service