Continuing the set up of coaching and mentor programs, here are three more tips to solidify a strong program, as outlined in a recent article by Lauren Eisenhauer.
Tip # 3 – Advertise the Coaching/Mentor Program Benefits. “Gain the support of your leadership team and regularly communicate the benefits of the newly launched mentor / coaching program,” Lauren advises. Promote the program to all your employees to generate excitement and interest. Promote your program through a series of emails, promotional posters and flyers, and the like, to get the buzz going about the program and its advantages.
Tip # 4 – Clearly communicate the program structure and guidelines. For a successful program, communicate clearly guidelines and structure. It’s more than a basic ‘shadowing’ program. Guidelines could include:
- Establishing weekly or biweekly meeting calendar that the mentor – mentee structure.
- Making Mentee responsible for setting the agenda for the coaching session
- Give suggested discussion topics and goals to get the process started
- Mapping out ‘checkpoints’ for mentor – mentee to periodically give feedback to program manager or HR, on how the process is going for both the mentor and mentee.
Tip # 5 – Emphasize goal setting. When the mentee identifies goals at the beginning of the matching process (Tip # 1 – Make matches … from the first article in this series) goals are aligned; the process is ready to go. Discussion on goals for promotions in the future, and leadership opportunities on the horizon are important parts of coaching conversations.
Your Human Resource department or program manager can help stakeholders figure out next career steps based on your company’s ‘career ladder’ for each job family. At several organizations, where I have started coaching programs, laying out ‘future upward and across department possibilities’ for leader and mentee to discuss and explore, gave specific direction to move the coaching process along.
Overall mentor/coaching programs increase productivity, employee engagement, continued education, volunteerism, internal promotions, and employee retention.