Establishing a Mentoring Program

What Leaders and Managers Need to Know

Mentoring 1 Version: A.05

• Do you have a formal mentor program in place?

• Which job positions are included?

• Does your program have structure/defined goals?

• Do you provide formal mentor training?

2

Questions

• What is a Mentor

• Reasons for Mentoring

• Program Components

• Benefits

• Pitfalls

• Assessment

• Systran’s “Train the Mentor”

• Summary

3

Agenda

• One person shares knowledge, skills, information and perspective to foster the personal and professional growth of someone else

Definition

• Mentoring includes guidance, role modeling, problem solving in addition to learning new knowledge and skills

• Mentoring focuses on building a relationship between the parties to allow greater flow of information, insight, and networking

• Mentoring involves more situational, real world learning events

Different From Coaching/Training

What is a Mentor?

4

• Need for skilled workforce

• Transfer of knowledge and skills

• Knowledge capture/retention

• Decrease time required to achieve competency

• Address under performance/not meeting business objectives

• Need for future leaders/managers

• Organizational development and culture change

• Reduce turnover/increase retention

5

Reasons for Mentoring

Mentoring Program Components

Management Commitment

Defined, Attainable

Goals Communication & Training

Measurement

Evaluation

6

Successful Mentoring Program

“Training is a crucial component for an effective, planned mentoring program.” - Accountability: Measuring Mentoring and Its Bottom Line Impact Review of Business, Spring/Summer 2000

• Transfer of knowledge and skills

• Better teamwork and sharing of information

• Reduce time to competency for new employees

Performance improvement

• Business objectives

• Regulatory compliance

• EHS

Understand organizational

values and goals

• Leaders and managers

• Low performers

• New employee/new job role

Develop employees

Mentoring Benefits

7

Design Problems

• Unrealistic objectives

• Failure to train how to mentor

• Inadequate resources

• Failure to plan for problems

• Failure to include program assessment/evaluation

Organizational Issues

• Lack of commitment by management

• Changes expected too quickly

• Organizational structure or barriers

• Pairing problems

Other

• Geography constraints

• Others misunderstanding the relationship

• Real world events

Mentoring Program Pitfalls

8

Program Assessment

Steps for Measuring Success

1. Establish baseline numbers

2. Monitor the program

• Process/implementation

• Outcomes/results

3. Measure mentoring activity

4. Evaluate program results

9

Learning Theory

Practical Methods

Real World Examples

Hands-on Exercises

Competency Demonstration

Systran’s Train the Mentor

10

• Increases transfer of knowledge and skills

• Reduces time to competency

• Improves performance and communication

• Increases retention/reduces turnover

Mentoring Effectiveness

• Provide resources for planning, coordination, and execution

• Define clear goals and expectations

Management Commitment

• Defined, attainable goals

• Measurable activities

• Trained mentors

Preparation and Training

Summary

11

12

For questions, please contact:

David Hirsch

dhirsch@systraninc.com

281-480-8004 www.systraninc.com

Performance and Compliance Solutions

for the Hydrocarbon Processing and Energy Industries