Knowledge transfer is a contact sport, and in your organization the players could be mentors and mentees
Organizational knowledge is critical to an organization’s long-term success. And mentoring is a great way to make sure all that knowledge is communicated as needed. Here’s a quick outline for getting it done:
- First, set measurable business initiatives that may be improved with mentoring (i.e., increased employee engagement, increased speed of performance of new hires) and include those in a business case with budget, schedule, and communication strategy that aligns with overall organization goals.
- Get the executive team on board! Help them buy into the initiatives established in Step 1 and let them know how a mentoring program will be developed, monitored and reported.
- Begin designing support for both the mentors and the mentees including workshops on how to be successful in the role, goals to set, and schedules to create.
- Communicate! Advertise the mentoring program to let people know about the program—it’s goals and process—to encourage people to become involved as either mentors or mentees. The best early messengers are the executives followed up with senior and middle-managers.
- Assist with the mentor-mentee pairing process. Help people get matched together, keeping in mind job duties, communication styles and career goals. New hires should be matched soon after joining the organization.
- Encourage mentorship teams to meet regularly and often, at least monthly.
- Gather data through surveys, workshops or one-on-one interviews to help gauge success and future directions for the mentoring initiative.
Want a bit more information on establishing a formal mentoring initiative in your organization? Drop us a note at firstname.lastname@example.org and we will be pleased to chat with you.