10 Break Points for Successfully Implementing a Mentoring Program

1. 10 Break Points for Successfully Implementing a Mentoring Program 10 Break Points for Successfully Implementing a Mentoring Program

2. 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 10 Break Points for Successfully Implementing a Mentoring Program

3. 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? 10 Break Points for Successfully Implementing a Mentoring Program

4. 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 emails • Applies upgrades • Maintains support and general content • Acts as technical liaison to Advance Mentoring staff 10 Break Points for Successfully Implementing a Mentoring Program

5. 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 10 Break Points for Successfully Implementing a Mentoring Program

6. Appoint Leaders (cont.) • 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 10 Break Points for Successfully Implementing a Mentoring Program

7. 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 10 Break Points for Successfully Implementing a Mentoring Program

8. 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 10 Break Points for Successfully Implementing a Mentoring Program

9. Promotion • Use all available existing channels • Team breakdown sessions, bulletin boards, newsletters, email 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 10 Break Points for Successfully Implementing a Mentoring Program

10. 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 10 Break Points for Successfully Implementing a Mentoring Program

11. 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 10 Break Points for Successfully Implementing a Mentoring Program

12. 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 10 Break Points for Successfully Implementing a Mentoring Program

13. 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 10 Break Points for Successfully Implementing a Mentoring Program

14. 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 10 Break Points for Successfully Implementing a Mentoring Program

15. AMASP V1.0 Contact Advance Mentoring For AMASP V1.0 Ordering Information Advance Mentoring Corporate Home Advance Mentoring Public Service 10 Break Points for Successfully Implementing a Mentoring Program