How to Develop a Peer Mentoring Program
British politician Benjamin Disraeli once said, "The greatest good you can do for another is not just to share your riches but to reveal to him his own." Peer mentoring gives a more experienced, knowledgeable individual the chance to share his wisdom with another person who will be pursuing a similar field of studies or career path. Developing a mentoring program not only enriches the lives of those being mentored, it allows the mentors to feel like they are contributing.
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Instructions
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Identify the aims and objectives of the program before launching it. Ask yourself what you want participants to take away from it. If you want to develop certain professional skills, focus on making that aspect an integral part of the program. Making these decisions at the outset will then help you determine the scope and focus of the program.
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Ask yourself what format the mentoring program should have. A formal structure means the participants will meet at a set time and a specific place every week. In contrast, an informal structure puts the choice of meeting times into the hands of the program participants. They decide when and how often to see each other. Think carefully about the organization structure when choosing a mentoring program format.
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Make a list of qualifications. Mentors should have excellent listening skills, strong verbal and written communication abilities, empathy, a certain level of experience in the organization, availability and the desire to volunteer. Those being mentored need to be below a certain level in the organization and exhibit a desire to advance and learn. Neither should have a history of disciplinary actions.
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Research how many people at the organization show an interest in taking part in a mentoring program, as well as what they want out of such an initiative. You might discover 20 middle managers want to learn from senior staffers, but only three senior staffers show willingness to share their time. A mentoring program might not be viable.
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Draft program rules. Even if you decide an informal structure works best for your organization, the program still needs guidelines to prevent exploitation of either party. Everyone must understand that the mentor will not lend money or engage in a romantic relationship. Neither party can blackmail or coerce the other into performing illegal activities.
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Recruit participants and match them. To create successful pairings, establish criteria for teaming the participants that takes into account expertise and interests, and the availability of both parties. Use a questionnaire to determine suitable matches.
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Monitor the relationships and evaluate the program's success. Keep in regular contact with all program participants and pay close attention to any problems that might be developing. Assess whether the program meets its goals and whether changes or improvements need to be made.
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References
- Rising Oak Foundation: Mentoring Quotes
- University of New South Wales: How to Implement a Peer Mentoring Program: A User's Guide
- Advancing Women Professionals and the Jewish Community: Key Steps for Creating a Mentoring Program
- EduGuide: Goal: Set Up a Peer Mentoring Program in Our School
- California State University Northridge: Peer Mentoring Resource Booklet
- Photo Credit Jupiterimages/Comstock/Getty Images
