How does an organization know when it’s ready to implement a formal mentoring program?
An organization that values its employees and is committed to providing opportunities for them to remain and grow within the organization is an ideal candidate for initiating a mentoring program. Ideally, the organization has an internal structure to support a successful program. Examples include:
- A performance management program
- Developed competencies
- A valued-training function
- Diversity training
- A succession-planning process
- A management development program
- Strategic business objectives
In addition, there should be individuals within the higher ranks of the organization who will champion the mentoring initiative and help make it happen. Advocates may include the organization’s president, vice presidents and other influential executives.
A Mentoring Program Manager (MPM) is also needed to coordinate the mentoring program. The MPM should be someone who is perceived as a facilitator, listener and coalition-builder – a person who is trusted. MPM is not a full-time position, so mentoring responsibilities must be balanced with the MPM’s other duties. Typically, such a person works in a Human Resources, Organizational Development, Training or Diversity Department.
Contact Management Mentors if your organization is ready to implement a formal mentoring program.