How to Create a Mentoring Culture

A mentoring culture unites individuals and makes a company stronger.

Having a mentoring culture in business organizations, schools and any other institutions can create synergies among individuals. Proper implementation can create positive influences for individuals and ultimately to the institution as a whole. Both mentors and mentees (proteges) benefit from the process of mentoring. The less-experienced party, usually the apprentice, will gain more knowledge, guidance and institutional culture from the mentors. The mentor will be responsible for the growth of his/her mentee, and become more proficient in both leadership and technical skills. Creating and maintaining a mentoring culture should be a priority in any institution.

Instructions

1. Pair experienced individuals with less-experienced individuals within a division or company. Often, employees who have been with the company for two years are ready to step up for more leadership roles. Match each of these employees with one or two new employees. Middle and upper management employees should also be matched to lower management employees. Eventually, most employees who are mentors of newer employees are also mentees of the more experienced. It is best if this process is voluntary and the company should encourage this practice. Resolve any mismatches as soon as possible.

2. Set up workshops or create handouts to teach employees how to be mentors of someone. This is essential for first-time mentors. During these informational sessions, teach employees the importance of this practice, how to approach their mentees and how to provide guidance and support. Give them ideas for coaching and answer their questions. Offer follow-up sessions to assess the progress of the mentoring program. Conduct surveys to evaluate mentoring progress.

3. Create social events for mentors and mentees to meet each other. Set aside part of the business hours of the week for employees to mingle with their mentors/mentees. This shows that the company has the desire to foster and willingness to support a mentoring culture. During these events, mentors can follow up with mentees' work or personal situations and provide support to one another. If possible, weekend outreach could also help team building.

4. Implement and improve mentoring programs by regular evaluation. Get feedback from employees regarding the mentoring program. Change pairs of mentors and mentees once a year. If necessary, hire external institutional coaching or consulting firms to provide support.

References

• American College of Healthcare Executive; Creating a Mentoring Culture; Jim Perrone
• Best Practice Resources; The Strategic Mentoring Culture; Barry Sweeny; 2008