Lesson 2. What does it take to make a mentoring programme work?
The implementation phase of your mentoring programme will correspond to three phases of the mentoring process (initiation; development & maturation and closure)
In the initiation phase you will build rapport. Both you and your mentee will get to know each other, clarify the purposes and objectives of your relationship and agree on ground rules. Previously we said that the planning phase (of designing a mentoring programme) is also coincident with the second phase of the mentoring process (initiation). This is because some of the elements (and tools) you will use at the beginning of the mentorship relationship are to be designed (and/or selected) during this planning phase. For example, at the initiation phase (and in your first meeting) you will need to have ready a mentoring agreement; templates to use in the mentoring sessions/meetings, and evaluation forms (if you decide that the mentee will have to evaluate all the sessions/meetings), etc.
Handbook: Mentoring: supporting and promoting professional development and learning[1]
(Read only the indicated pages and resources and good practice checklist)
Resource 5 – Exemplar mentoring agreement, p. 32
Resource 13 – Meeting Log
In the development and maturation phase, you will start by supporting your mentee to assess what he/she intends to achieve. For example, let’s say that your mentee is someone who has a good business idea but doesn’t know how and where to start. You could advise them to start with a business plan. Whatever you decide, based on your evaluation, you will have to develop an action plan based on your mentee’s needs. This plan has to include clear and realistic objectives to set a direction to follow.
Handbook: Mentoring: supporting and promoting professional development and learning[2]
(Read only the indicated pages and resources and good practice checklist)
Resource 14 – A guide to action planning, p. 45
Resource 15 – Exemplar action planning, p. 46
It is worth remembering that all these supporting documents and templates can and must be adapted to the needs of your practices, and your initial mentoring programme can and must be updated. As your mentoring relationship progresses you will probably feel the need to add or remove tools and revise some initial choices.
This third phase of the mentoring relationship is the most challenging phase. You will have to establish the mentoring sessions/meetings, decide on practices and mentoring techniques, and monitor and evaluate progress. And, most importantly, practise all the skills required in mentoring (active listening, effective feedback, giving encouragement and providing corrective feedback).
Handbook: Together: a UN mentoring programme. Mentor handbook[3]
When your mentee has achieved the goal and objectives you have both devised, the mentor relationship ends (the closure phase). Following the mentoring relationship, you can still provide ongoing opportunities.
[1] https://www.stepintoleadership.info/assets/pdf/SSSC%20Mentoring%20guidance.pdf
[2] https://www.stepintoleadership.info/assets/pdf/SSSC%20Mentoring%20guidance.pdf
[3] https://hr.un.org/sites/hr.un.org/files/Mentor-Handbook-05_0.pdf