Establishing A Mentoring Program

Establishing A Mentoring Program

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  Establishing a MentoringProgram What Leaders and Managers Need to Know Mentoring 1 Version: A.05
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  Questions •Do you have a formal mentor program in place? • Which job positions are included? • Does your program have structure/defined goals? • Do you provide formal mentor training? 2
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  Agenda • What is a Mentor • Reasons for Mentoring • Program Components • Benefits • Pitfalls • Assessment • Systran’s “Train the Mentor” • Summary 3
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  What is aMentor? Definition • One person shares knowledge, skills, information and perspective to foster the personal and professional growth of someone else Different From Coaching/Training • Mentoring includes guidance, role modeling, problem solving in addition to learning new knowledge and skills • Mentoring focuses on building a relationship between the parties to allow greater flow of information, insight, and networking • Mentoring involves more situational, real world learning events 4
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  Reasons for Mentoring • Need for skilled workforce • Transfer of knowledge and skills • Knowledge capture/retention • Decrease time required to achieve competency • Address under performance/not meeting business objectives • Need for future leaders/managers • Organizational development and culture change • Reduce turnover/increase retention 5
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  Mentoring Program Components Successful Mentoring Measurement Program Evaluation Defined, Attainable Goals Communication & Training Management Commitment “Training is a crucial component for an effective, planned mentoring program.” - Accountability: Measuring Mentoring and Its Bottom Line Impact Review of Business, Spring/Summer 2000 6
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  Mentoring Benefits • Transfer of knowledge and skills Performance • Better teamwork and sharing of information improvement • Reduce time to competency for new employees Understand • Business objectives organizational • Regulatory compliance values and • EHS goals • Leaders and managers Develop • Low performers employees • New employee/new job role 7
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  Mentoring Program Pitfalls Design Problems Organizational Issues Other • Unrealistic objectives • Lack of commitment • Geography constraints • Failure to train how to by management • Others mentor • Changes expected too misunderstanding the • Inadequate resources quickly relationship • Failure to plan for • Organizational • Real world events problems structure or barriers • Failure to include • Pairing problems program assessment/evaluation 8
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  Program Assessment Steps for Measuring Success 1. Establish baseline numbers 2. Monitor the program • Process/implementation • Outcomes/results 3. Measure mentoring activity 4. Evaluate program results 9
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  Systran’s Train theMentor Learning Theory Competency Practical Demonstration Methods Hands-on Real World Exercises Examples 10
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  Summary • Increases transfer of knowledge and skills Mentoring • Reduces time to competency Effectiveness • Improves performance and communication • Increases retention/reduces turnover • Provide resources for planning, coordination, Management and execution Commitment • Define clear goals and expectations • Defined, attainable goals Preparation • Measurable activities and Training • Trained mentors 11
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  For questions, pleasecontact: David Hirsch  [email protected]  281-480-8004  www.systraninc.com Performance and Compliance Solutions for the Hydrocarbon Processing and Energy Industries 12