“The whole idea of a mentor is to help someone achieve the potential they already have …to bring out what’s already in them.”

(Maurice Reed, Champion International Corporation)

The complexity of issues and constant change facing organizations today mean that individuals must be able to adapt quickly and develop new competencies. Mentoring is a powerful, cost effective tool to educate, support and shorten the learning curve for individuals. Paired support relationships like mentoring maximizes the effectiveness of the organization to generate desired results.

Relational mentoring provides the framework for building authentic connections in the workplace which result in the capacity for increased growth, positivity and productivity. Relational mentoring is a reciprocal learning relationship based on the concept of mutual influence described as “power with” versus “power over”. This model de-emphasizes the power associated with a person’s position or identity group memberships and fosters the expansive possibilities for mutual learning and growth. Both mentees and mentors establish goals to guide the direction and learning within their partnership.

Successful implementation of formal mentoring programs involves a “tight-loose” approach. It is essential to prepare the best possible foundation for the mentoring initiative, while at the same time allowing people to conduct the relationships in a relaxed and personal way. Attention to program design and mentoring training upfront are crucial to program success.

Mentoring Program Design

The success of formal mentoring programs is directly related to the time and effort put into the design and implementation of the program. The seven steps to successful implementation include:

1. Obtain executive support & resource commitment

2. Define program goals

3. Decide parameters of program

4. Match mentees and mentors

5. Train all participants

6. Establish feedback process

7. Measure success