Mentoring in the Workplace Part 3

Component 3 – Training
Train both mentors and mentorees

• Mentoring methods
• Communication skills
• Program guidelines
• Mentoring dynamics
• Ensure clear understanding on both sides

Component 4 – Maintenance

• Program coordinator keeps in regular contact with mentors and mentorees
• Review meetings on quarterly basis
• Maintain communication process

Component 5 – Completion

• Mentoring pairs end relationship
• Evaluation: results measured against the plan
• Results used to improve future programs

Until next time...





Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Mentoring in the Workplace Part 2

Piloting a Mentoring Program

Component 1 - Design

• Determine strategic purpose
• Obtain a champion from senior management
• Select an appropriate task force
• Create learning objectives
• Select mentoring model
• Determine application, selection, and matching criteria
• Establish guidelines for all activities
• Review of pilot results and modification

Component 2 – Implementation

• Market the program to stakeholders within the organization
• Recruit, interview and match the participants
• Meet with the managers of the mentorees

Until next time...
 




Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Mentoring in the Workplace Part 1

Mentoring is a strategic approach to developing an employee (the mentoree) by pairing him/her with a more experienced employee (the mentor) who will teach, counsel, sponsor and encourage.

Conditions of Formal Mentoring 

• Goals established
• Outcomes measured
• Access open to all who qualify
• Mentors / Mentorees are paired
• Training and support is provided
• Mentoring time is limited
• Organization benefits directly   

Benefits of Formal Mentoring

• Links competency development and business strategy
• Ensures that skills are developed
• Involves company experts in the process
• Creates and promotes a learning and diverse culture
• Ensures that organization’s goals are supported

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Coaching in the Workplace Part 1

Effective coaching skills drive all high-performance organizations. It is essential that managers and human resources professionals learn to encourage coaching in their organizations. We will explore the benefits of coaching and how to design a coaching program.

Benefits of Coaching and Mentoring

• Career development
• Skill development
• Knowledge transfer
• Succession planning
• Employee motivation
• Employee retention 

What is Coaching?

• The art of facilitating the performance, learning and development of another person
• Coach brings out latent potential, encourages coachee
• Usually takes place within the confines of the formal manager-employee relationship
• Initiated and driven by the manager
• Relationship is finite

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/