Designing Mentoring Programmes

Mentoring has become a cornerstone of people development strategies, and for good reason. When designed well, mentoring programmes spark growth, build networks, and strengthen organisational culture. No two mentoring programmes are identical. Every organisation is different, with different people, different challenges, and different goals. Therefore, each mentoring programme must have a clearly … [Read more...] about Designing Mentoring Programmes: One Size Doesn’t Fit All

The first argument: Both mentors and mentees need to understand your approach to mentoring to avoid misunderstanding each other Today everybody knows about mentoring. Many has participated in a mentoring programme either as part of their job, as students, or as members of an association or a charity. This means that there are many kinds of mentoring taking place and many different approaches to … [Read more...] about Three Arguments for Preparing Both Mentors and Mentees for Mentoring

Especially for direct managers of the mentees - but also relevant for direct managers of mentors! The purpose of a mentoring programme is to provide development opportunities for the participants in such a way that the programme benefits both mentees, mentors and the organisation. To ensure that the learning is of benefit to the organisation, the department and the mentee/mentor, it is important … [Read more...] about The Role of The Direct Manager in Mentoring

Mentoring programmes focus on growth and development. Often the high-level purpose is about developing a pipeline of qualified successors and talents for critical positions in the organisation. This could be for leadership, project leadership or specialist positions all depending on which jobs are critical and which candidates are hard to find for the specific organisation. At the same time, … [Read more...] about How Can Leaders’ Performance Goals Positively Impact Mentoring?