Deciding whether to implement a mentoring program, a coaching program, or both includes consideration of outcome goals. What are examples of some potential outcome goals?
* Develop high potential employees
* Identify future leaders
* Motivate employees
* Increase employee engagement
* Enhance on-the-job training
* Increase skill levels
* Improve internal communications
Consider also the possible candidates for participation in the program.
* Who are the potential mentors?
* Who are the potential coaches?
* Who are the people to receive mentoring or coaching?
More questions to answer before deciding:
* What are the existing talents of potential mentors and coaches within the company?
* What is the existing skill level of the people to receive mentoring or coaching?
* What is the interest level or buy-in to mentoring or coaching?
Explore also questions that will arise with planning implementation:
* How will assigning mentors or coaches to people be done?
* What resources exist for mentors and coaches?
* What resources exist for people receiving mentoring or coaching?
* What training is appropriate?
When a clear outline of goals, candidates, and resources is defined, the choice between programs focuses on how each type of program best meets the objectives within time and budget constraints. Once a decision is made, planning the mentoring or coaching program begins. In the next blog posts, specific steps outline the process.
