A formal Effective Mentoring ® program requires a series of steps to ensure its alignment with the business strategy and with the development needs of your organization.
In IMS we consider that the 4 Es serving you to maximize the chances of success of your Effective Mentoring ® program are:
The first stage is to ensure a proper alignment of your business strategy and the effective design of the mentoring process. Whether you're planning to launch a mentoring program for the first time or you´re trying to improve an existing one, from IMS we help you plot your roadmap to maximize the chances of success of your mentoring initiative.
This phase focuses on the design and development of a Mentoring Plan through which you will be able to answer a number of key issues, in an organized and structured way: from the definition of your kick off strategy and communication to the establishment of criteria and success metrics by which the effectiveness of your program will be evaluated.
The success of any mentoring program goes through the effective partnership between the main actors in the process: mentors and mentees. Without an optimal fit , any of the mentoring initiatives that you try to push can lead to insignificant achievements for those involved, with the risk of program abandonment and hence of process failure.
IMS helps you to maximize the effectiveness of your choice, establishing selection criteria and matching, based on your business goals,as well as the Mentor Skills Assessment when you need to accurately assess the degree of competence of your mentors. In the same way, we offer you matching techniques and cutting-edge technological tools that will help you get the best possible partners amongst the participants for your mentoring program.
The proper training of the different actors of the process (mentors, mentees and program administrators) is the next necessary step to ensure the effectiveness of your mentoring process. Understanding the different roles played by each actor, the development of specific skills and design tools or meetings between mentors and mentees are some of the areas of training that we address in IMS.
In this regard it is crucial that managers understand their roles in the process when advising and guiding participants, that the mentors understand how to communicate and facilitate the learning of their mentees and that they are perfectly prepared to take advantage of the mentoring relationship enabling the habilities and/or career development progress.
The mentoring process concludes with the capitalization of the experience of what happened, allowing hereinafter to disseminate, improve and/or replicate Best Practices and, ultimately, to promote in the future the development of a culture, design measurement criteria that allow monitoring of the effectiveness of the process throughout its development, and also to have feedback instruments that allow us to monitor during and after the process the success of the mentor-mentee relationship.
In IMS we help you design and create tools that allow you to measure the effectiveness of your mentoring programs, being able to accompany you in collecting the information as well as in the measurement and evaluation specific criteria tailored to your strategic needs.
If you want to know how to design a process that ensures your mentoring initiatives, contact an IMS consultant.
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