January 12, 2010


Mentoring Programme Overview

This is a High Level outline for implementing a mentoring programme is a large corporate / organisation / Government Departmet and the like

Any element of it can be streamlined to suit the needs of the organisation.

Goals and Outcomes

  • To assess the Short, Medium and Long term needs and scope and then outline a detailed strategic plan for this intervention.
  • To undertake a GAP analysis to determine the Individual Development Needs of the workforce at all levels.
  • To develop a suitable Mentoring, Coaching and Skills Development Programme based on the  analysis.
    1. Note:- There will more than likely be several different programmes based on the needs of different groups of Mentees – e.g. Skills development, Business development, Corrective Actions development, HPP (High Potential People) development and fast tracking.
  • To Train and Develop the Mentoring Programme Champion/s.
  • To Identify and Train Mentors, Supervisors, Managers and Leaders in Mentoring Skills.
  • To Select and Train the Mentors
  • To Select and Train the Mentees
  • To match Mentors and Mentees
  • To Prepare the organisation for the implementation of this programme.
  • To Implement the Programme based on the above agreed strategy and needs.
  • To Monitor Progress and Problems on a Bi Weekly basis with the Champions.
  • To Evaluate Progress made by the Mentors and Mentees.
  • To Implement Corrective Action as and when necessary.
  • To provide full Reports to management on a Monthly basis.
  • To Foster the development of a Ongoing Learning Organisation and an Informal Mentoring and Coaching Culture.
  • To ensure that the organisation becomes an Employer of Choice and achieves its business goals.
  • To Provide the organisation with ongoing advice and guidance as and when required.

Scope of the Intervention

  • Current Number of Employees = XXX
  • Initial estimate is to train XXX Mentors
    • Note:- Experienced and Committed Mentors can usually manage a Maximum of 4 Mentees at a time.
  • Once the full Needs Analysis is completed we will be in a position to determine the final scope.

Time Frames of Intervention

  • The Final decision on this will only be determined once the final analysis and strategic plan have been completed and agreed.

However as a guideline I envisage that the following time commitments will be required

  • Initial Meeting and Management Needs Analysis – 2 days
  • Developing and agreeing the Strategic Plan – 2 days
  • Customising and developing Documentation for detailed GAP Analysis – 1 day
  • Conducting a detailed Gap Analysis and Collating and Analysing these – 3 days
  • Identifying and Selecting Mentors and Mentees – 4 days
  • Mentor Training – 2 days (based on 40 people – 2 days intensive training)
  • Mentee Training – 3 days (based on 3 groups of 50 people – 1 day per group)
  • Organisation Readiness Campaign – 2 Days
  • Documentation and Champions Training – 2 days
  • Total time for Initiation of this Intervention is therefore =20 day
  • Ongoing Monitoring and Reporting time commitments
  • Bi-Weekly Meetings and Assessments with Champion and – 2 days per month
  • Monthly Management report back – 1 day per month
  • Ad Hoc Assessments and Ongoing Training and Support for Mentors/Mentees – 1 to 2 day per month.
  • Total Time for ongoing maintenance is therefore about = 4 days a mont
  • Overall Time Frame
    • Mentoring Programmes usually operate and function for a period of one  year to achieve optimal results.
    • At the end of this time lapse the necessary skills and development transfer has occurred and mentors and mentees will then end the specific interventions
    • The cycle then restarts with mentors and mentees entering new agreements if the need is still there or if new needs are identified.
    • Sometimes the intervention between Mentor and Mentee will be shorter depending on the specific needs identified.
    • At the end of a Cycle there are usually some Mentors that will leave the programme and other new ones will need to be selected and trained.
    • Mentees will enter and leave the programme on an ongoing basis as their development needs are met.Assessments

Assessments of all Mentors and Mentees
These will be restricted to the scope of this Mentoring Intervention only. IE – Not Annual Performance Appraisals.