How Do You Introduce Mentoring In The Workplace? Part 2 - Once It’s Up And Running

A lot of time and energy goes into designing, building and launching a mentoring programme. However, the work doesn’t stop there. In fact, it’s the effort you put in once it’s up and running that’s really the key to whether or not your programme is a success.


Monitoring And Evaluating The Program

Implementing regular check-ins and feedback sessions will help to ensure your programme continues to run smoothly. Encourage participants to be honest and constructive in their feedback. Try to take all comments on board and make necessary adjustments based on the information you receive.
Though the impact of mentoring can be difficult to measure, where possible, collect data on the effectiveness of the programme. These figures will allow you to see the influence it’s having in black and white - and could help you justify the scheme to anyone who remains unconvinced of its value.  

Encouraging A Mentoring Culture

As well as a structured mentoring programme, try to encourage a mentoring culture within your organisation. You can do this by celebrating the mentor/mentee relationship and recognising the achievements of the participants in your programme.
One of the best things about mentoring is that it allows both mentor and mentee to learn and grow from the experience. This continuous learning and development can be incredibly beneficial and is something that should be fostered at every level of the organisation. You can demonstrate the importance of continual learning by encouraging open communication and a positive feedback loop.

Overcoming Challenges

All worthwhile initiatives have challenges to overcome, and mentoring programmes are no different. Try to address potential resistance or scepticism within the organisation before they turn into serious roadblocks. Use data and real-life success stories to win people round and show the value of what you’re doing.  
You may also need to deal with conflicts or misunderstandings between mentors and mentees. While these can be minimised through good, open communication and regular check-ins, sometimes issues still develop and it’s essential to resolve them if the programme is going to be a success.
In order to keep your programme relevant, you’ll need to adapt it as the needs of your organisation evolve. For example, you could bring in mentors with specialist knowledge to help fill an emerging skills gap.  
With clear objectives, good communication, training and resources, your mentoring programme can help your team to grow in confidence, ability and agility. Prioritising mentorship will contribute to professional growth within your team and give your business the skills it needs to thrive.

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To learn more about the benefits of mentoring programmes, or to find out how to promote, support and guide your mentors and mentees, get in touch and talk with a member of our expert team today.


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