Hi there,

I trust you are having a great week and an equally amazing month of March. Welcome to another edition of Productivity Wednesday article. 

We started a discussion series on Mentoring earlier this and we are continuing that subject. You would agree with me that, organizations that provide mentorship for their employees tend to have better structure, low employee turnover, easy business continuity and little to zero keyman risks. If you have followed this subject since the commencement, you would relate better, but if you have not been following, don’t you can always catch by going through the blog.

Mentoring in the workplace is necessary and needful but designing mentoring programmes are quite uphill tasks. Developing the best mentoring programme mostly happen in three parts: the pairing, the process and the conversation. Other times, developing and having a great mentorship programme will take the following processes: Preparation phase, Working Phase, Closing Phase and Evaluation Phase. Whichever steps or parts you choose to develop an efficient mentoring programme, just ensure that the purpose and objectives of the mentoring programmes are carefully laid out and followed.

Let’s discussing developing effective and efficient mentoring parts using the Preparation Phase, Working Phase, Closing Phase and Evaluation Phase.

  1. Preparation Phase: In the preparation phase, the mentee(s) are identified and paired with the best mentor that suits the needs of the mentee(s). The dates for training are also scheduled as well as duration of programme and the kind of mentoring desired.
  2. Working Phase:  In this phase of developing a mentoring programme, mentees and mentors share mentoring objectives and expectations. You also ensure that each mentor-mentee pair hold regular mentoring sessions, and the process is duly monitored. Also, support the creation of an organizational culture of learning and collaboration through the sharing of educational tools and supporting mentoring sessions.
  3.  Closing Phase: Mentors and mentees support the exchange of stories, experiences and other practical scenarios using video testimonials, written articles or any other desirable medium. This can also include management, external team members and audiences.
  4. Evaluation: At this point, the mentoring programme is winding up, therefore, the mentoring programme results are evaluated against the set objectives laid out from the commencement of the programme. Management also decides whether to continue or stop the mentoring programme and make adjustments for the next round, as appropriate.

In concluding this article, it is important to note that mentees are in charge to decide the mentoring programme they would desire to receive. Mentoring programmes shouldn’t be imposed on employees based on preference or organizational needs at the time as this would totally defeat the purpose of the programme. 21Search is a manpower development organization that carries out trainings and certification, recruitments and employee management services. If you are confused about getting the right mentoring programme for your organization, kindly send us an email on e.mbahon@21Search.ng or call 08107017274 to help you.

Until I come your way again, stay safe, work smart and not just hard.



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