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?<\/p>\n
* Develop high potential employees<\/p>\n
* Identify future leaders<\/p>\n
* Motivate employees<\/p>\n
* Increase employee engagement<\/p>\n
* Enhance on-the-job training<\/p>\n
* Increase skill levels<\/p>\n
* Improve internal communications<\/p>\n
Consider also the possible candidates for participation in the program.<\/p>\n
* Who are the potential mentors?<\/p>\n
* Who are the potential coaches?<\/p>\n
* Who are the people to receive mentoring or coaching?<\/p>\n
More questions to answer before deciding:<\/p>\n
* What are the existing talents of potential mentors and coaches within the company?<\/p>\n
* What is the existing skill level of the people to receive mentoring or coaching?<\/p>\n
* What is the interest level or buy-in to mentoring or coaching?<\/p>\n
Explore also questions that will arise with planning implementation:<\/p>\n
* How will assigning mentors or coaches to people be done?<\/p>\n
* What resources exist for mentors and coaches?<\/p>\n
* What resources exist for people receiving mentoring or coaching?<\/p>\n
* What training is appropriate?<\/p>\n
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.<\/p>\n
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