It is widely accepted that mentoring benefits organisations and employees in a number of ways, and that setting up a programme is much more cost effective than bringing in external support. The question is, how to begin?
If you’ve ever thought about developing and implementing your own internal mentoring programme, but not had a clue where to start, then one of our Mentoring Starter Packages, could be just what you need to get your programme off the ground.
These ‘off the shelf’ toolkits have been developed using Coach Mentoring Ltd’s vast experience of designing and delivering mentoring programmes, and are specifically aimed at supporting organisations in implementing their own internal mentoring programmes.
Supporting women talent specifically requires a further lens on how you look at your talent mentoring design, so here are some pointers for when you are developing mentoring programmes specifically for female talent.
In our initial experience of designing mentoring to develop senior women, the outcomes included one wedding, five promotions, several large pay increases, cosmetic surgery and a bullied mentor! So with the benefit of a number of women only mentoring programmes under our belts, use this checklist when designing a women’s mentoring programme:Continue reading →
Includes Best Practices, Insider Tips, and Additional Topics
Chronus Corporation, a leading provider of software for talent and career development, together with Lis Merrick of Coach Mentoring Ltd. will host a new webinar, “Developing Corporate Talent through Coaching and Mentoring,” on Wednesday, December 4, at 18:00 UK time. Continue reading →
Preparation can involve anything for a short face to face briefing to a two day training programme, with many organisations opting for short virtual training webinars these days which can ensure a global talent mentoring programme for instance can be run on a very cost effective basis.
Designing a successful mentoring programme that delivers the results you are looking to achieve can be a difficult process, particularly if the organisational culture is at odds with the philosophy of mentoring or the senior management are paying lip service to the programme’s introduction.