How to implement a successful internal Mentoring programme
- 23 October 2019
Research has demonstrated that planned Mentoring produces more satisfaction for both parties when certain elements are in place and when both the Mentor and the Mentee take active roles.
This relationship is a high priority for both of you. You are both clear on why you’re together and the reasons why are meeting. You have discussed and agreed upon what you’ll work on, and you’ll recognise when you’ve completed your purpose. You feel good about the focus of your relationship and what you’re doing in it. From time to time you check-in to see if you should change that purpose or focus in some way. When you’ve accomplished the purpose of your relationship, you’re willing to see the relationship shift focus or reach a conclusion.
You communicate in the ways (in person, phone, email) you both prefer. You get back to each other in the timeframe you’ve agreed upon. The communication is frequent enough for both of you. You both practice effective listening, and there is a good recall of conversations and actions. The Mentor asks appropriate questions, and the Mentee responds well. You both share information about yourselves. You monitor your nonverbal language to be sure it’s conveying what you want it to.
Trust between you is growing. You both welcome and keep in confidence all shared information. The Mentee knows they can count on their Mentor to be honest and to follow through on any promises. Trust damaging behaviours such as cancelling appointments without compelling reasons or talking negatively about others are avoided.
Your meetings and other interactions are moving along at the right pace. You meet often enough to suit you both, and those sessions are the right length. You both like where you’re meeting. You like how you operate as a mentoring pair and check-in with each other to see if you’re both satisfied.
Mentee and Mentor are working together to identify appropriate goals and build competencies to reach those goals. You identify interesting learning experiences and process the results of these together. The Mentee feels they are making significant progress toward the goals. The Mentor feels they are making significant progress in their ability to Mentor.
You have agreed how to share positive and corrective feedback. Feedback is being delivered in an honest and tactful manner. The feedback process works both ways, and when you receive feedback, you’re non-defensive and take immediate steps to apply it.
Ref: The Mentoring Group, Worldwide Mentoring