Implementing a Mentoring Program

Running head: IMPLEMENTING A MENTORING PROGRAM
IMPLEMENTING A MENTORING PROGRAM
Name of the Student
Name of the University
Author Note

1IMPLEMENTING A MENTORING PROGRAM
Assessment 1.
1. Reasons for mentoring a program, benefits, and steps needed to initiate such
programs.
The reasons for mentoring a program is mainly to attract and retain the best people,
many of the core skills, attitudes and important behavioural techniques is learnt from
a mentor rather than the classrooms. Mentoring also encourages excellence.
The benefits of mentoring a program is it creates a learning culture, promotes the
personal as well as the professional life. It also reduces the cost of learning and
decreases the stress and anxiety in a person (Hudson 2016).
The steps, which should be followed in mentoring a program, are:
Step 1. Setting frameworks
Step 2. Securing the participation from all the levels of development
Step 3. Matching the mentors and mentees based on their interest
Step 4. Empowering both the mentors and the mentee
Step 5. Providing proper feedback based on the opportunities (Kern et al 2018).
2. Key components of mentoring program. Why?
The key components, which are required in a mentoring program, are given below:
Strategic Purpose should be determined that why the specified organization is doing
the mentoring program and what the mentor wants to get from it.
Continued Commitment is needed to come up with various types of people in various
department like management, stakeholders, partners, and employees. New ideas and
fresh plans can help the program to stay exciting.

2IMPLEMENTING A MENTORING PROGRAM
Intentional program design is very important which helps a mentor to align to the
strategic decisions taken by him.
Strong Guidance and proper communication is the main element of building a strong
relationship, which helps in matching the goals, actions and the plans.
In the year 2015 Boeing was named as the world most admired companies as because
it had heavily invested in its mentorship programs (Voytko et al 2016).
3. Explain mentorship design principles and why a design plan is required?
Becoming and remaining a good mentor or a mentee I the program set by the
organization is very much important. The participation of the mentor is very
important. Participants are very much encouraged to respect each other’s time so as to
perform the annual program. Evaluation of the program is deemed important for
achieving the success of the company. The program that will be operated should be
operated by the Mentorship Program Committee which will also support the
Institute’s Core Committee programs (Larose et al 2016).
Fig 1. Design Process
DesignyourprogramAttracttheparticipantsConnectthementorsandmenteesGuideMeasuresuccess

3IMPLEMENTING A MENTORING PROGRAM
( Source: Pennanen, Heikkinen and Tynjälä 2018)
4. Describe the roles of a mentor and a mentee and different styles of mentoring
The role of a mentor is to listen to the program, support it, and also encourage the
learning process involved in it, a mentor should also embrace the mistakes, ensure
confidentiality, provide a proper feedback and explore the common ground with
others.
The role of a mentee is to listen, should be honest and open-minded, bring receptive
and try out new things to capture the audience, a mentee should also take the
responsibility of the meetings.
The different styles of mentoring are given below:
1. Informational mentoring style
2. Guiding mentoring style
3. Collaborative mentoring style
4. Confirming mentoring style
5. Successful mentoring style (Heppe 2018)
5. Explain the criteria, which could be used to screen and match mentors and mentee and
what approaches should be used?
The criteria, which should be used in determining the mentor and mentee, are
that determining what exactlyis needed; weighing the mentor’s strength as well as the
weakness, the mentor should also be a good listener. As the number of the mentor as
well as the mentee does not have to be equal, a match does not agree that the mentor
as well as the mentee will be matched in a proper manner. However the setting of the
mentor is very high than the number of mentees. The goal for every company should
be to match a mentor with every mentee (Kupersmidt 2017).