Step 1.Identify critical positions within a business or a business department that would not be able to function effectively or successfully towards the company objective without that role/s.
The individual in that position, are they willing to be a mentor to the employee selected to be placed on a succession plan for their role? |
Step 2.Identify competencies of those currently in those critical positions and gain a clear understanding of the skills or training needed for successful mentoring program. Is the mentor competent in positive coaching, listening, communicating, and or had previous experience developing employees?
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Step 3.Train the mentor in any areas that need to be improved to be a better mentor for a mentee. Make sure that the mentor has clear understanding and obvectives set in place to better help guide the mentee. Both mentor and mentee need a clear understanding of the key responsibilities of the position including the behavioural and technical competencies required to perform them successfully.
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Step 4.Implement and Evaluate Effectiveness after selecting the correct employee. Clearly define timelines, roles and responsibilities. It is important to monitor mentoring relationships for the benefits of both sides and the business. It is essential for learning and development plans to set clear performance expectations, assess performance and reward progress.
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