Designing a mentoring program for the transference of knowledge from senior executives to junior staff takes careful planning and execution.

One way to prevent the loss of corporate intelligence when senior staff retires is to set up a mentoring program. Mentoring junior employees allows the transference of knowledge and maintains a stream of protégés for the succession planning process.

Determine the Learning Outcomes and the Corporate Goals

The first step in designing a mentoring program is to start with a mission statement. The mission statement outlines what you want the participants to learn from the program i.e. the learning outcomes and the corporate goals of the program.

Name the Mentoring Program

To name the mentoring program, create a contest to name the program or name it in line with other training and professional development offerings.

The Mentoring Program Framework

Next determine the big picture framework for the mentoring program. A flow chart or diagram illustrating the components of the program and how participants will move through the components creates a simple starting point. The framework can include mentor training, participant info session, an annual conference, a web presence (web library, online courses, document library, forum, chat room etc.) a program completion ceremony, and an annual program review and revision.

Identify the Mentors

Determine who would be suitable mentors and/or who of the senior team is interested in mentoring. Ideally, mentors will possess a strong coaching ability, are approachable and are able to explain complex topics simply. Good mentors are strongly respected in the company and in the industry.

Identify the Participants

Deciding who will participate in a mentoring program is the next step. You can open the program up to anyone who shows interest or make it an elite program for star junior talent. The program can be a feeder program into a leadership development program or alternatively, could be feed by selecting participants from a new hire training program.

Mentoring Program Administration

Once the basic framework and the participants and mentors have been determined, it is now time to get into the finer details. Budget, workflow, resources needed, time frames, marketing plan, record keeping tools (databases, forms etc.) and who will take the Program Manager role will be the next order of business. Create an operations manual for the program outlining the details of the administrative processes and procedures.

Implementing the Mentoring Program

The first phase of launching the mentoring program is to implement a marketing plan to advertise the program to potential mentors and participants. The next step is to recruit and train mentors. Mentor training should include training on the goals and learning outcomes of the program, coaching and giving feedback, as well as administrative processes and procedures. Participants will benefit from an orientation session so that they also understand the goals, learning outcomes and administrative processes but also the role of the mentor and how to receive feedback.

Annual Mentoring Program Review

Once a year, it is important to review the program to identify the strengths and weaknesses of the program and initiate improvements. This will keep the program up-to-date and responsive to the needs of the company and staff over time.

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