Plan and Implementation a Mentoring Programme

This is a summary of a text about planning and implementing a mentoring program. The text outlines the steps involved in the process, including pre-planning through a needs assessment, reviewing the elements of effective practice, structuring the mentoring program by determining its purpose, type, needs, and goals, developing an action plan for an advisory group, and determining a budget. The text also covers the recruitment and selection of mentors and mentees, including identifying potential sources of recruitment, organizing promotional materials, developing criteria for mentor and mentee selection, designing and developing procedures and processes for mentor selection, and creating a form for enrollment in the program.

Running head: PLAN AND IMPLEMENT A MENTORING PROGRAM
Plan and implement a mentoring program
Name of the Student
Name of the University
Author note

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PLAN AND IMPLEMENT A MENTORING PROGRAM
Table of Contents
Practical activity......................................................................................................................................2
Planning..................................................................................................................................................2
1. Pre-planning: Needs assessment.....................................................................................................2
2. Pre-program development: Review the elements of effective practise...........................................2
3. Structure the Mentoring programme: Determine the purpose, type, needs and goals....................5
4. Develop an action plan for advisory group.....................................................................................7
5. Develop and determine a budget.....................................................................................................8
Mentor/Mentee Recruitment and selection.............................................................................................9
1. Mentor recruitment..........................................................................................................................9
Identify potential sources of recruitment.............................................................................................9
Organise promotional materials........................................................................................................10
Public relations materials..................................................................................................................10
Develop criteria for mentor selection................................................................................................11
2. Mentee recruitment........................................................................................................................12
Formulate criteria for mentee selection.............................................................................................12
Determine prospective mentee meet criteria.....................................................................................12
3. Mentor selection............................................................................................................................13
Design and develop procedures and processes..................................................................................13
Select that fit the criteria...................................................................................................................14
Create a form for enrolment in the program......................................................................................14

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PLAN AND IMPLEMENT A MENTORING PROGRAM
4. Mentor orientation...........................................................................................................................0
Introduction.........................................................................................................................................0
Program objectives..............................................................................................................................1
Learning outcomes for the session......................................................................................................1
Ice breaker...........................................................................................................................................2
Monitoring definitions and expectations.............................................................................................2
Overview of the process......................................................................................................................2
Success strategies for introductory phase............................................................................................2
Demand of mentor...............................................................................................................................3
Action planning...................................................................................................................................3
Matching.................................................................................................................................................4
Pre-matching.......................................................................................................................................4
Develop criteria for matching..............................................................................................................4
Detail ways to match the mentor/mentee............................................................................................5
Kick off................................................................................................................................................5
Develop activities for kick off meeting...............................................................................................5
Ongoing maintenance and support......................................................................................................6
Brief mechanism for getting regular feedback....................................................................................6
Plan for conducting training and support............................................................................................7
Evaluation...............................................................................................................................................9
Create an evaluation plan....................................................................................................................9

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PLAN AND IMPLEMENT A MENTORING PROGRAM
Process for data collection.................................................................................................................10
Review structure for the program......................................................................................................10
Align the program.............................................................................................................................11
Bibliography..........................................................................................................................................13

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PLAN AND IMPLEMENT A MENTORING PROGRAM
Practical activity
Planning
1. Pre-planning: Needs assessment
The needs assessment of the program for the ECA consulting includes understanding the
requirements and expectations in management and leadership fields. As stated by Heilman, Manzi
and Braun (2015) management and leadership is essential for the development of employees in an
organisation and for the development of team members. The needs assessment can be considered
based on the requirement as well as the development of the employees. ECA is involved in mentoring
the new graduates that have commenced in the organisation. Therefore, it is necessary that the needs
assessment be based on the requirements of experienced people that can provide proper guidance to
the new graduates.
As stated by Goldstein (2017) the pre-planning needs are to be achieved based on the
development and implementation of the plan so that recruitment and selection of the candidates can
be done in a proper manner. Therefore, it is necessary to ensure that the pre-planning activities focus
on the needs of the organisation and work on the development of potential leaders within the
department so that success can be maintained for the organisation.
2. Pre-program development: Review the elements of effective practise
The elements that need to be implemented for ensuring effective practise include the analysis
of the stakeholders as well as development of communication charts. As stated by Abzug (2017)
stakeholders are important as the interest of the organisations is taken into consideration. At the same
time, support is provided to the development of an organisation so that requirements of the
stakeholders can be met. In the case of ECA, the major stakeholders include the investors and the

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PLAN AND IMPLEMENT A MENTORING PROGRAM
students that are enrolled for graduation. Along with this development of a mentor for guiding the
students can help in increasing the activities of the organisation. Hence, the stakeholder engagement
analysis can be made by identifying the powers of the stakeholders.
Stakeholde
r
Impact Influence Importance for
the stakeholder
Contribution of the
stakeholder
Investors The investors can
provide financial
support so that new
facilities, course
materials, and mentors
can be recruited.
Hence, the impact is
high
Have a strong
influence as
without the support
from the
stakeholders it can
be difficult for ECA
to continue strongly
based on finances
The importance of
the investors is that
it can help in the
development of the
organisation and
ensure that ECA
does not suffer
from any form of
shortage of finances
The contribution is
mainly by providing
financial support so
that latest technologies
and equipments can be
adopted. In this case,
the finances can be
used to recruit a proper
mentor for the
graduates
Mentors The mentors can help
in the development of
the graduates by
providing them with
the necessary support
and guidelines so that
the new graduates can
feel comfortable in
ECA. The impact is
considered as high as it
The mentors can
have a strong
influence mainly
because as a
stakeholder the
influence can be to
encourage the new
graduates in the
organisation. This
can help in the
The importance for
the stakeholder is
that it can help in
providing the
graduates the
experience needed
to be creative. This
can be done by
sharing incidents
that they had faced
The contribution of the
stakeholder can help in
the development of the
graduates and provide
them with
encouragement to
remain at ECA. This
can help in the
development of the

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PLAN AND IMPLEMENT A MENTORING PROGRAM
involves building a
reputation of the
business
development of the
reputation of ECA
and ensure that the
ability to proper
guidance is passed
on from one person
to another
during the time they
were graduates
reputation of ECA
Graduates The impact of the
graduates can be
considered as high
mainly because ECA
provides practical
experience to the
people that are enrolled
as graduates. Hence,
the contribution made
by the graduates in the
form of being enrolled
via finances and
knowledge can have a
high impact for the
reputation of ECA
The influence of the
graduates is high
since it helps in the
development of
ECA and ensures
that reputation in
the business of the
organisation
improves. At the
same time, proper
stakeholder
development can
help in more
enrolment of fresh
graduates
The importance for
the graduates is that
they can gain
knowledge about
the methods to
implement creative
tactics. The design
team that the
graduates aim to
enrol in can help in
the development of
the organisation
The contribution made
by the graduates is that
it can promote ECA in
a positive manner to
the world so that more
people can be
recruited. At the same
time, the graduates can
seek job in ECA as a
mentor so that new
members can be
provided with similar
guidance
Table 1: Stakeholder engagement analysis
(Source: Created by author)

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PLAN AND IMPLEMENT A MENTORING PROGRAM
Along with the stakeholder engagement analysis, it is necessary to maintain a communication
chat so that every stakeholder can be communicated with. As stated by Ekwoaba, Ikeije and Ufoma
(2015) the communication chart can help in the development of ease of conversation and can develop
a hierarchy structure from which the graduates can communicate with the senior members. Hence,
plan for the communication between the two levels can be displayed with the help of a flow chart that
analysis the communication required.
Figure 1: Communication chart
(Source: Created by author)
3. Structure the Mentoring programme: Determine the purpose, type, needs and goals
Purpose: The purpose of the mentoring programme is to develop the new graduates that are
enrolled in ECA
Type of mentee: The type of mentee is the graduates seeking to succeed in the various
departments of education offered by ECA
Needs: The current need is to ensure that mentors are recruited so that the new graduates can
gain proper guidance in terms of the education experience that may be gained in the organisation
BoardmembersofECAMentor#1GraduatesGraduatesMentor#2GraduatesGraduatesMentor#3GraduatesGraduates

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PLAN AND IMPLEMENT A MENTORING PROGRAM
Goals: The goal is to provide the graduates with a proper learning environment so that fast
development and effective increase of reputation of the organisation can be assured
Mentoring: The mentoring can be done by the senior members either belonging to ECA or
recruited from outside. The mentoring need to be based on the development of the graduates so that
proper training can be provided for development
Model and structure of the program: The model and structure that the program may have can
contain a hierarchical flow. As stated in the communication chart the model and structure denotes the
manner in which the program can be taken into account. This can help in the development of the
guiding process smoothly so that every graduate can continue to develop its expertise at ECA.
Management plan diagram: The management plan that can be followed by ECA includes a
simple analysis of the situation that need to be managed followed by the desired end state and the
identification of alternatives. The preferred alternatives can be selected by the application of
implementation plan with proper monitoring and evaluation of the manner in which the plan is being
progressed.
SituationanalysiDesiredendstateIdentifyandevaluatealtSelectthepreferedalteImplementationplaMonitoringandrevi

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PLAN AND IMPLEMENT A MENTORING PROGRAM
Figure 2: Management plan diagram
(Source: Created by author)
Action plan: The action plan that is to be developed for the mentoring program includes
Purpose Goal Type of
mentee
Needs Monitoring
and review
Time required
Provide guidance
to the new
graduates
Provide a
proper
learning
environment
Graduates Experienced
mentors
Senior
teachers can
monitor and
review the
action of the
mentors.
The mentors
can monitor
and review
the progress
of the
graduates
2 months
Table 2: Action plan
(Source: Created by author)
4. Develop an action plan for advisory group
Purpose Resource
required
Importance
of the
purpose
Person
concerned
Monitoring
and review
Time allocated

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PLAN AND IMPLEMENT A MENTORING PROGRAM
To provide advice
about the
recruitment of a
mentor based on
the experience that
need to be
possessed and the
guidance that is
expected from the
mentors
Proper
finances,
marketing
manager,
effective
promotional
skills
The
importance of
recruiting a
mentor is that
it can help
new graduates
to develop
experience in
ECA and
ensure that
the reputation
of the
organisation
increases as
one of the
best training
education
sectors
Board
members of
ECA
The
monitoring
and review
can be done
based on the
development
of the
graduates and
the number of
graduates that
flow in every
year
3 months
Table 3: Action plan for advisory group
(Source: Created by author)
5. Develop and determine a budget
The selection of forms for the recruitment of the mentors can be based on the development of
legal and ethical issues in the business. It is necessary that the selection is based on the budget that
exists in the organisation so that excess financial loss can be prevented. The budget needs to take into

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PLAN AND IMPLEMENT A MENTORING PROGRAM
consideration other determinants such as equipments and maintenance of facilities. A budget of ECA
can be developed that can help in identifying the needs of the organisation.
Item Cost ($)
Development of equipments 15,000
Technological development 25,000
Recruitment of mentors 35,000
Development of facilities 20,000
Developing training needs 15,000
Implementing promotional strategies 20,000
Total 130,000
Table 4: Budget
(Source: Created by author)
Mentor/Mentee Recruitment and selection
1. Mentor recruitment
Identify potential sources of recruitment
Rabin (2018) is of the opinion that the source of recruitment concludes half of the recruitment
process as based on the source an idea about the type of people that can be recruited in the
organisation. In the case of ECA, the recruitment source for identifying a mentor can be based on the
several such ways. One of the sources of recruitment that can be adopted by ECA is the promotion of
the post via advertisement. The advertisement can be via online job sites or via newspapers so that
potential candidates can be reached.
However, Derous and De Fruyt (2016) are of the opinion that the recruitment source via
advertisement cannot guarantee reaching the target candidates. Hence, former employees or internal

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PLAN AND IMPLEMENT A MENTORING PROGRAM
promotion can be provided for a new post. For ECA, former graduates of the organisation or senior
members can act as mentors mainly because of the fact that they can use the experience earned in
ECA to help in guiding the new graduates. This can be considered as important for the development
of the organisation as well as for the saving of budgets associated with the recruitment.
Organise promotional materials
Promotional materials for recruitment and selection of mentors can be done by the use of
advertisement either via online or offline method. The online method consists of identifying job
portals through which candidates can identify the type of job that suits their qualification. ECA can
use the advertisement as a promotional material so that it can recruit the type of person required and
suitable to become the mentor of the organisation. Ingram et al. (2015) is of the opinion that the
promotional materials that can be used in this case include proper job portals. The dissemination of
the information via the job portals can be done by detailing every requirement so that the suitable
candidate can be identified and called upon for interview.
At the same time, in the case of the offline advertisement, the use of newspapers and
television can be done. The materials that ECA can use while trying to develop the advertisement
include identifying a proper newspaper source that is popular among the people. The dissemination of
information can be done in various pages of the newspaper so that people are guaranteed to view the
advertisement (Hotho et al. 2018).
Public relations materials
Furnham (2017) is of the opinion that public relations materials are needed for the
development of the advertisements so that every customer can be approached by an organisation. It is
necessary that the materials used for developing the public materials be implemented properly
keeping in mind its effectiveness on recruitment and selection. In the case of ECA, the company need
to ensure that public relations materials provide an opportunity for the development of client potential

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PLAN AND IMPLEMENT A MENTORING PROGRAM
base in the organisation. The application of tools such as newsletter, brochures can help in bringing
the customers closer to ECA and the project that the company have.
At the same time, media tour can be established that can help in the development of any
special events and promote the services offered by ECA. The recruitment of the mentors can be based
on the special events organised by ECA. For example, the company can indulge in job fairs so that
they can continue with the search of the mentor suitable for guiding the graduates enrolled in the
education sector. Hence, the effective use of the public relation materials can help in the development
of ECA.
Develop criteria for mentor selection
The criteria that are required for the selection of mentor can be based on the type of mentor
that is needed for the development and guidance of the graduates. One such consideration that needs
to be made in this case is the fact that the graduates are new to the organisation and it is necessary
that apart from providing guidance on the courses that are covered in the graduation course, the new
people need to be guided about the developments and implementation of the course material in the
future. Hence, recruiting a mentor that has an experience on the course and its application in the
future can be considered. Therefore, the criteria needed for the selection of mentor can be based on
the qualification as well as the experience and value the person can bring to the organisation. In this
regard, a detailed analysis of the criteria required for the selection of mentor is provided considering
an example of graduates in a design team.
Designation: Mentor for guiding graduates in design team
Qualification: Need to be experienced in terms of copying with the activities of mentorship,
need to have passed post graduation

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PLAN AND IMPLEMENT A MENTORING PROGRAM
Requirements: Need to be a good communicator, need to be able to formulate plans for the
development of motivation of the graduates, need to be able to share experiences with the graduates,
need to be able to make good report by observing the progress.
2. Mentee recruitment
Formulate criteria for mentee selection
The criteria for mentee selection need to be based on the development of the organisation and
the potential it possess for training the candidates. It needs to consider the factors such as facilities
and equipments that are available for providing the mentee with the choice of courses that they can
undertake as graduates. In this regard, it can be said that for ECA the development of the criteria for
mentee selection can be based on the graduates seeking to gain expertise on a particular course.
The mentee can be selected based on the interest and the marks that the person has obtained
on the related subjects during the school days. The marks obtained can be helpful to identify the
development of the mentee during the initial years on the subject. This can help in identifying the
type of mentor that needs to be provided to the mentee so that the concerned person can showcase the
skills that they have while trying to fit in with the organisational requirements. Thus, it can be said
that based on the analysis, the criteria for mentee selection for ECA is simple.
Determine prospective mentee meet criteria
The mentee meet criteria can be considered as a way by which every mentee enrolled in ECA
can be associated with the discipline provided in the organisation. As stated by Dipboye (2017) it is
necessary for every person to understand the requirements of the people so that they can continue
with its development and ensure that target people meet the criteria that has been mentioned. In the
case of ECA the criteria mentioned for the development of the mentees need to be fulfilled for
gaining acknowledgement from the organisation.

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PLAN AND IMPLEMENT A MENTORING PROGRAM
The manner in which assurance can be gained about meeting of the criteria can be done by
ensuring that monitoring of the candidates is done in terms of viewing the mark sheet and judging the
level of creativity that the candidate possess. This in turn can be done by having a face to face
conversation with the candidates to understand whether they meet the criteria and the interest that
they possess. Communication with the parents of the candidates can be made to identify and validate
the claims of the candidate (Herschberg, Benschop and Van Den Brink 2017). A short exam can also
be conducted that can help in understanding the qualities possessed by the candidate.
3. Mentor selection
Design and develop procedures and processes
The procedures and processes that can be undertaken for the development of mentor selection
can be associated with the identification of the knowledge and skill possessed by the mentor. In this
regard, it can be said for ECA, the mentor requirement can be associated with the requirements of the
mentee and the type of guidance that is to be provided to them so that they can feel comfortable in
ECA. Hence, it is necessary to take into account the development process in a systematic manner so
that the right candidate is selected for the post. The steps include:
 Plan the recruitment and identify the requirements that are needed to be fulfilled
 Make criteria so that the mentors can fit in the profile and the organisation has to indulge in
less interviewing method
 Provide the news via advertisement in social media, newspapers and billboards
 Provide a motivational speech in the advertisement taking about the advantages and scope
 Ensure that the right candidate applies for the screen test by ethical restricting people that do
not meet the criteria
 Interview the potentially suitable candidates
 Select the candidate if every criterion is satisfied

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PLAN AND IMPLEMENT A MENTORING PROGRAM
 Provide the job role and the expectations from the candidate
 Negotiate on the salary
 Motivate the candidate to join
Select that fit the criteria
The selections of the candidates that meet the criteria need to be made so that the organisation
can benefit from the person. It is necessary that the candidate selected meet the process described so
that they can be made to fit in the organisation. However, Holland and Jeske (2017) is of the opinion
that despite meeting the criteria, every candidate needs to go through the recruitment process. The
manner in which the recruitment process can be selected need to be based on the development of the
company and the type of training that is to be provided. For ECA the selected candidate needs to fit
the criteria so that the mentees can have a proper development and guidance during the time of being
associated with ECA. Hence, it can be said that fitting the criteria necessary for selection need to be
made so that proper development of the candidates may prevail in ECA.
Create a form for enrolment in the program
An enrolment form that needs to be filled by mentors in order to be eligible for selection is
provided:
Please give a brief overview of your current job, main responsibilities and career to date
Please briefly state why you want to be a mentor. Please refer to the scheme as required and
include any personal qualities/experience of developing others

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PLAN AND IMPLEMENT A MENTORING PROGRAM
Please identify your areas of expertise and knowledge
Areas of Expertise and Knowledge Tick
Knowledge of ECA and its culture
Knowledge of the wider higher education sector
Communicating effectively
Confidence and assertiveness
Dealing positively with change
Improving resilience, work life balance and well being
Management or moving into a management role
Leadership or moving into a leadership role

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PLAN AND IMPLEMENT A MENTORING PROGRAM
Negotiating and influencing skills
Networking opportunities
Personal organisational skills and workload management (prioritising, planning and time
management)
Project management
Managing external suppliers
Problem solving
Strategic thinking and implementation
Career development and planning e.g. any particular professional specialism
Specific areas:

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PLAN AND IMPLEMENT A MENTORING PROGRAM
Please list other specific areas of knowledge and experience relevant to professional and support roles
not listed above, e.g. managing planning, supporting research
Do you have any specific preferences in terms of the participant you would like to mentor? E.g.
Manager, non-manager, someone outside your School or Professional Service department? We will
consider your preferences when matching, though it may not be possible to meet your preference

Running head: PLAN AND IMPLEMENT A MENTORING PROGRAM
Applicant Declaration
The mentoring matching group will use the information on this form
By signing this agreement, you will have your manager’s approval to be a mentor. It is expected
that you will attend a training event, adhere to the mentoring scheme, actively participate in the
mentoring process, and contribute to the evaluation of the scheme.
Name: __________________________________________ Signature:
_______________________________
Date: ___________________________________________
Line Manager Endorsement
I confirm the applicant’s suitability to be a mentor (verify their experience and skills and agree to
their participation)
Name: __________________________________________ Signature:
_______________________________
Date: ___________________________________________
Thank you for completing this form
4. Mentor orientation
Introduction
An introductory session can be conducted that highlights the reason for the orientation.
The mentor that has been selected will be introduced with the mentees and other people

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PLAN AND IMPLEMENT A MENTORING PROGRAM
associated with ECA. The introduction session will consist of identifying the objectives as well
as the goals of training session. The learning outcomes of the session will be discussed and an
icebreaker will be implemented that can help in warming up the mentors on the mentees.
Overall, it can be said that the introductory session can be considered as an effective way of
delivering a summary of the things that can follow in the training session.
Program objectives
The program objectives include:
 To identify the training needs of the graduates
 To ensure that the mentor recruited is oriented properly about the nature and type
learning at the ECA
 To promote the program so that future enrolments can be made
 To conduct training sessions that pertain to the knowledge and skills of the graduates
 To ensure that enough information is shared that can help in the development of the
practises of the graduates
 To recruit more mentors based on the success received from this particular program
Learning outcomes for the session
The learning outcomes of the sessions can be considered as an important aspect mainly
because it takes into account knowing about the graduates as well as the mentor. Both parties can
know about one another in the form of interaction and the methods that are to be expected in the
future. Along with this, the mentors can provide a brief understanding of the events that are
going to place so that the graduates can be prepared. A question and answer session at this time
can be helpful.

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PLAN AND IMPLEMENT A MENTORING PROGRAM
Ice breaker
The icebreaker session can be conducted in order to understand the mentality of the
graduates and to gain their confidence. The modes by which the icebreaker session can be
conducted include sharing about experiences, getting to know personal information, identifying
common factors between the mentor and the mentees. Such tactics at the initial stage can help in
the development of a long-term bond between the mentors and the mentee and can help in easing
up the training process.
Monitoring definitions and expectations
The mentoring definitions can be to identify the requirements of each of the mentees and
ensue that they remain calm during the training and their time at the ECA. The expectations can
be to ensure a long-term commitment is made between the people so that in future they can be
considered as mentors without having to adopt a broad process of recruiting mentors at the ECA.
Overview of the process
Based on the introduction of the session and the icebreaker session the overview of the
session can be put in focus. The session needs to continue with the development of the graduates
and by that mentors are needed to share their experiences. It is necessary that every mentor
continue to develop the policies stated by the ECA in terms of raining the mentees. The session
can also identify the graduates that show potential for development in the future. It can be
considered as a test for the mentor as well to display his talents.
Success strategies for introductory phase
The success strategies that are required to be obtained from the introductory phrase
include identifying an icebreaker that can be effective for gaining the trust of the graduates. The

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PLAN AND IMPLEMENT A MENTORING PROGRAM
successful icebreaking session can be considered as a success strategy as with the icebreaking
one can identify the motives of the graduates and work towards ensuring fulfilling the target in a
proper manner.
Demand of mentor
The demand of the mentors from the pairing is that they need to understand the
personality of the mentees so that appropriate strategies can be adopted to cope with the mentee.
This can help in ensuring that every mentee gets a personal session with the mentors for 5
minutes to help in understanding the personality of the mentees.
Action planning
Goal Person
responsible
Logistics
required
Ongoing
training
provided
Future
training to be
implemented
Timeline
The goal is
to get
accustomed
with the
graduates
and ensure
that enough
training is
provided by
guidance to
enhance
Mentors Training room
facilities
Proper
equipments
Case study
Background
of the mentees
Identifying
the
personality
and the aim of
the graduates
Sharpen the
skills and
ensure that the
graduates
remain aligned
with the aim set
2 hours

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PLAN AND IMPLEMENT A MENTORING PROGRAM
their
confidence
Table 5: Action plan
(Source: Created by author)
Matching
Pre-matching
Develop criteria for matching
The developed criteria for matching the mentor and mentees need to be based on the side
of the mentor. The experience of the mentor needs to be based on the type of activity that the
person is capable of undertaking (Goldstein et al. 2017). In the case of ECA the company need to
ensure that criteria for continuing with the matching of the mentors need to be based on the
development of activities required from the mentors. For example, mentors associated with ECA
need to be specific in various departments of education so that guidance can be provided. In the
case of the design team, the mentors need to be creative and innovative before being assigned
with a mentee.
The criteria in this case require the development of the support to the mentees so that they
can show case their talents. Another matching criterion can be based on the mentality in terms of
personalities and cultural aspects of the people. This is needed so that proper understanding of
the needs and requirements of the people can be made. Thus, as stated by Noe et al. (2017) the
criteria provided is essential for ensuring quality assistance, guidance, support and understanding
between the mentor and the mentee.

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PLAN AND IMPLEMENT A MENTORING PROGRAM
Detail ways to match the mentor/mentee
The mentor and mentee can be matched by ensuring that the criteria of the two people
along with the requirements are met. An example can be provided by taking into consideration
the mentor and mentee of the design team associated in ECA. It has been seen from the analysis
that the mentors are required to provide guidance to the mentees that are the new graduates
enrolled in ECA. Hence, in the design team of the organisation, the mentor and mentee can be
matched by the level of experience that the mentor possess so that the person can provide proper
guidance in terms of creativity and innovation.
It is necessary that the leaders adopt roles that can help in the guidance of the members
by implementing an approach suitable to the personality of the mentor. Hence, in the design
team, mentors with creative and encouraging personality can be taken into account so that it
matches the mentality of the mentee. On the other hand, the mentee also need to be more open to
the possibility of being treated in both rough and easy manner. The guidance based on mistakes
and the mitigation techniques adopted for the business can be taken into consideration in the
ECA.
Kick off
Develop activities for kick off meeting
The kick off meeting can be considered as an important aspect that can help in the
development of a trusting relationship between the mentor and the mentee. It is necessary that
the kick off meeting address the areas that are required for the professional relationship between
the two parties as well as the personal relationship. As stated by Van Dooren, Bouckaert and
Halligan (2015) proper relationship between the mentor and the mentee is needed for the

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PLAN AND IMPLEMENT A MENTORING PROGRAM
development of an organisation so that effective coordination between the work done and the
work expected can take place. Similarly, in the case of ECA, the mentor and the mentee need to
enhance the trust between one another and ensue that the kick off meeting draws on the
fruitfulness of the trust that is required between the two parties. The activities that can be used in
a kick off meeting include:
 Developing a type of ice breaker
The ice breaker may start with the name and aim before considering the hobbies
 Having a little situational analysis
The situational analysis need to be provided by the mentor to see whether the mentee can
respond correctly to the situation
 Providing personal information to gain a rough idea about the personality
This can be considered as a type of personality test that can help in the development of
the personality as well as the characteristics associated with the person.
Ongoing maintenance and support
Brief mechanism for getting regular feedback
In order to succeed, it is necessary that feedback be gained and provided so that relevant
changes can be made. As pointed out by Buckingham and Goodall (2015) the feedback can be in
many forms that range from emails to direct conversation. The feedback can also be in the form
of the analysis of the performance that is provided by the mentors. It is essential that the
feedback is provided both the mentors as well as the mentees so that an analysis of the
performance of both the people can be made. From the point of view of the mentors, it is

7
PLAN AND IMPLEMENT A MENTORING PROGRAM
necessary that the feedback is provided via email on a regular basis so that an update of the
progress of the mentees be analysed.
This can help in the development of any rectification strategy that can be used to develop
the mentees (Kearney 2018). On the other hand, the mentees can provide feedback by making
direct conversation to the senior manager. This is mainly based on the manner in which the
mentors are being able to address the need of the mentees and the effectiveness of the strategies
that are applied. The process of obtaining feedback can be done in a confidential manner that can
help in the development of the development of any mitigation tactics so that ECA graduates and
the mentors can continue with establishing the reputation of the company in the market.
Plan for conducting training and support
Training and support plans need to be decided based on the requirements of the mentees.
Every mentor and mentee needs to ensure that a training simulation is conducted so that
knowledge and skill of the mentees can be developed. The aim main of ECA is to ensure that
guidance be provided to the graduates so that the development of the confidence of the graduates
can take place. Hence, as stated by Gerrish (2016) training and support activities is the best
method to ensure that guidance and development of the mentees be taken place. In this regard, it
can be said that a training and support plan be provided that helps in the development of the
mentees.
Critical
component
New
knowledge
need to be
taught
Method of
teaching
New skills to
be taught
Method of
teaching
Time required

8
PLAN AND IMPLEMENT A MENTORING PROGRAM
Develop
confidence among
the graduates
Ensure the
experience
are shared
Explaining
the
experience
gathered
Activities to
perform smart
work
Teaching
method to be
followed
30 minutes
Ensure candidates
are given proper
orientation
Provide
knowledge
about the
institute
Explain the
requirements
by using a
Power point
presentation
Provide them
with skills to
be smart in
the place
Share
experiences
of bullying at
the initial
days and
methods to
overcome it
30 minutes
Provide knowledge
about the
development of the
designs
Provide
innovative
tactics for the
development
of the designs
Share woks of
reputed
scholars and
works done
by the mentor
Share skills to
perform
critical
designing in a
quick manner
Provide the
steps to
continue
working in a
quick and
efficient
manner
30 minutes
Ensure a prolonged
career for the
graduates
Provide the
graduates
with the
knowledge
about the
future
Share current
work status
and the
manner in
which the
work status is
Provide
survival skill
tips and the
manner in
which the
skills can be
Share a
systematic
analysis of
the skills
possessed and
encourage the
30 minutes

9
PLAN AND IMPLEMENT A MENTORING PROGRAM
prospects of
the chosen
course
being utilised used for
gaining
recognition in
the future
mentees to
adopt the
skills
Table 6: Training method
(Source: Created by author)
Evaluation
Create an evaluation plan
Program Evaluation
1. Goal 2. Objective 3. Description 4. Questions 5. Source of
data
6. Methods of
data collection
The goal is
to provide
training and
monitor the
progress
made by the
graduates
enrolled in
ECA
To ensure that
the graduates
feel at home
and are
guided
properly so
that the ECA
can develop
its reputation
as a proper
training
The program is
set to introduce
the mentor
with the
mentee and
ensure that
development
of the training
process is
undertaken that
can help the
The questions
that are to be
asked
includes
whether or
not the
development
plan
implemented
has been
effective for
The source of
data that has
been gathered
is primary
collection.
The method
adopted for the
collection of the
primary data is
based on collecting
feedback from both
the mentors and the
mentees so that an
evaluation can be
made

10
PLAN AND IMPLEMENT A MENTORING PROGRAM
institute graduates the success of
the graduates
Table 7: Evaluation plan
(Source: Created by author)
Process for data collection
The data collection process was done by using primary sources. Unlike the primary
sources of data collection that usually comprises of survey and interview method, ECA adopted
the method of obtaining feedback. The feedback was collected in the form of email from the
mentors and by a face-to-face conversation with the mentees. The evaluation of the feedback that
was gained from the participants was compared. Two such feedbacks following a gap of 3
months were used to make comparisons and based on the comparisons an evaluation in terms of
numbers and progress were made.
Review structure for the program
In order to conduct a review of the training programme it is necessary a proper program
be developed that can help in the evaluation of the process. The review of the feedback from the
mentors and the mentees need to be made based on the structure implemented so that it can be
done in a convenient manner. The review structure that can be followed includes:
Identify the
training needs
Set objectives Identify the
training
program used
Evaluate the
feedback
Provide review
Find out the
areas that need
The objective is
to ensure that the
The training
programme used
The feedback
provided helps in
Review can be
provided based

11
PLAN AND IMPLEMENT A MENTORING PROGRAM
training. In this
growth of the
confidence of the
mentees are
required to be
made
training provided
helps in the
development of
the graduates
is classroom
teaching in
which both
knowledge and
skills are
enhanced using
experience of the
mentors
understanding
the success of the
mentors and
ensures that more
mentees can be
enrolled at ECA.
The result of the
feedback are
made by
analysing the
growth of the
confidence of the
graduates
on email or face-
to-face
conversation
Table 8: Review structure
(Source: Created by author)
Align the program
The relevant legislations that are applicable in this case is the Data Protection Act and the
No discrimination Acts. The alignment can be made by ensuring that the data collected are kept
in private so that only the concerned evaluator can have access to the data. For this, the data need
to be kept under protection by using locks that can be accessible only to the evaluator. The
alignment with the no discrimination act can be made by not rejecting any students due to
ethnicity.

12
PLAN AND IMPLEMENT A MENTORING PROGRAM
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