We have a relatively small number of senior managers that could be mentors. How do we ensure that they are not 'swamped' with candidates wanting to be mentored?
The Partnering For Success ProgramTM has been designed to focus on peer mentoring and coaching as opposed to mentoring from above and as such does not require senior managers to be mentors. The participants partner with someone on a similar level to themselves.
What is Peer Mentoring & Coaching?
This is similar to traditional mentoring and coaching; only in this case the two participants work together to assist each other, instead of the traditional 'mentor' and 'mentee'.
One of the primary roles of an effective mentor and coach is to know how to ask the right questions - not necessarily to have all the answers. This is where the discussion sheets at then end of every topic come in. Participants work through these discussion sheets with their partner, with the discussion sheets providing the questions.
As the program progresses, participants start to become used to asking the 'right' types of questions and often begin to adopt this technique in the general workplace, thereby instigating the beginning of a positive cultural change.
How do you match Partners?
We request that participants self-select into the program, along with their partner.
Matching is the most commonly reported issue in both traditional and peer mentoring programs. Basically matching methodologies fit on a scale from informal to formal. We can provide you with 3 methodologies for your program coordinator to select which one best suits your organisation.
How is the overall success of the program measured?
- At the completion of each topic participants are required to submit an online evaluation the results of which are made available for your coordinator to analyse.
- A 360-Degree feedback instrument administered at the beginning and end of the Program is also used to measure the participant's own development.
- At agreed intervals and program conclusion online evaluation forms are requested to be completed. This data is made available for your coordinator to analyse.
- Additionally, there are the benefits that are identified within the participant's workplace improvement project.
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How much time is required each activity period from the participants?
As with any development program, the participant will need to devote an amount of quality time in order to achieve quality outcomes.
The amount of time will vary from participant to participant, although they should allow a good 1-2 hours per week on average for the activities and another 2-3 hours per topic to meet with their partner and to report on their progress.
What if someone leaves or becomes ill?
This is always a difficult situation but we understand that these problems can occur and suggest that each situation be assessed on its merits. Some participants will be willing to be matched with a new partner, or be matched in a group of 3, while others may choose to continue the program, simply completing the activities on their own and finding someone who will question them using the discussion sheets.
What is required from a Coordinator?
A Coordinator is a representative from your organization/community group that is elected to be the communication point for the Program.
Their requirements are to: Advise all potential participants of the Program; Manage the matching process; Collect all participant regular feedback responses and analyse; and Be the one point of contact for the Partners.
As this program is so carefully structured, many coordinators are able to manage upward of 20-30 participants at a time without having a significant impact on their existing workload.
If your question is not answered here, speak to your About Achievement Licensee or please feel free to email us at ClientServices@AboutAchievement.com.
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