If you’re looking to start a successful mentoring program consider these six key components. Think past process and criteria to truly consider the human dynamics at play.
Start With Considering Your Amazing Mentor
Ask anyone who’s ever had an amazing mentor where that experience ranks in their growth as a leader, and I’d bet money they’d put their mentor ahead of any keynote, consulting program, book they’ve read, and potentially their 80K MBA.
I say that as a speaker, consultant, author, former MBA professor, and someone who’s had the fortunate experience of having a gaggle of amazing mentors over the last two decades.
Great mentorship is unscripted, raw, real, trusting, challenging and kind. Great mentorship is a two-way journey. It’s so human it bleeds into other areas of your life.
I’ve attended a funeral of a great mentor and felt like I’ve lost my right arm. A dozen years later I still wonder what he would say when times are at the most difficult.
I wasn’t the only one in the room who felt that way.
Great mentors are rarely monogamous
Sadly, few folks I know have experienced that mentor-induced pull toward becoming the leader they are meant to become.
When I ask my audiences how many of them have had a truly great mentor, it’s surprisingly sad how few raise their hands. In my MBA courses, the number is even fewer. Sometimes no hand is raised. This is our future.
As a culture, we’re not mentoring well.
I think we know this, which is why I receive so many calls asking for mentoring as a keynote topic. “How do we do this better?” “Who must we involve?” “Why isn’t this working?” “What about the ‘millennial situation?'”
What Matters Most When Building a Successful Mentoring Program
So, prompted by another such conversation this afternoon, I’m opening this conversation for our LGL Community. Here’s what I think matters. I hope you’ll chime in.
- Establish Measurable Goals: How will you know you’re successful? Determine how you will measure success. I promise you, it’s not just “that folks feel better.”
- Pick the Right People: If you’re going to get into the business of match-making, do it well. Consider the value of Nemesis mentors. What often works best is announcing the program, providing people with scaffolding to make their own matches, and then support.
- Get Them Started: Ready, mentor, go! is seldom enough. Even your smartest, most creative types can get a little twitchy when asked to do something outside of their day job. I’ve found a half-day kick off workshop including multiple mentoring relationships can go a long way in launching them toward success.
- Establish Parameters: Guidelines are vital. If you’re a mentor, does that mean you’re signing up to be a sponsor? These are key conversations. I’ve mentored a long list of folks I’ve helped to improve, but I wouldn’t put my brand on every one of their careers in support of the next promotion.
- Give Them Something To Do: In every mentoring program I’ve developed, I’ve given them easy tools and activities to them started. Organic is great, and some will throw your guidance away. Awesome. Others will kiss it and make it so.
- Consider Alternative Models: I’m a big fan of alternative mentoring models: speed mentoring, mentoring circles, peer mentoring, reverse mentoring. Too much to discuss here. Call me to learn more.
Do you need help getting started? Please call me for a free consultation. 443-750-1249.