Training sessions for mentor and mentees should:
- Make participants aware of the purpose and aims of the program- it
is essential to the success of the program that not only is the
purpose of the program is clearly defined but that this definition is
communicated to and universally understood by all participants.
- Reinforce how the program fits within the wider values of the
organisation. Also a good opportunity to reinforce the values of the
organisation and discussion should be opened up to consider any
variance between the stated values of the organisation and the
realities, especially for women.
- Clarify roles and responsibilities of all participants.
- Discuss potential problems which may arise in the relationship and
identify strategies to overcome these.
- Determine the expectations of those involved.
- Outline what makes a successful mentoring relationship.
- Discuss which are central to the mentoring relationships such as:
- Confidentiality;
- Cultural and gender differences and the impact they have on
mentoring relationships;
- Perceptions within the wider organisation;
- Mentoring meetings should personalised and adapted to the styles
of the individuals taking.
- Give examples of types of activities, courses as well as guides
for holding of the meeting.
- Encourage the mentees to manage the relationship and be proactive-
an active mentee is often a characteristic of successful mentoring
relationship. As mentors will often be very busy senior managers it is
important for mentees to follow up and actively progress the
relationship.
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