Developing Mentoring Programme Solutions
Mentoring is one of the most powerful learning and change interventions, which can be used within an organisational setting. With nearly 20 years of delivering mentoring programmes globally, we believe we have the experience, expertise and access to the most up to date research to enable us to design and deliver truly great mentoring programmes for any client, in any sector. Or we can offer you an off-the-shelf product if you would prefer not to buy in consultancy, see our Mentoring Starter Package.
Here are a few of the types of solutions we deliver successfully to our clients:
1. Talent Mentoring Programmes
We have perfected our approach in designing mentoring programmes for talent, generating successful outcomes such as retention, personal growth, employee engagement and leadership development. Read our blog Mentoring — a 1000% ROI. The majority of talent programmes we develop are global and we have plenty of experience of operating in and supporting cross cultural relationships and programmes.
2. Women’s Mentoring Programmes
Since 1999 Coach Mentoring has been engaged in designing and delivering customised women’s mentoring programmes, see Mentoring to support women for lots more information!
3. Cross Organisational Mentoring Programmes
Cross organisational mentoring is a programme between a consortium of organisations, which can be in a similar sector or can be within the supply chain of the lead organisation. This type of mentoring tends to occur when an organisation cannot find the right type of mentor internally, or has a low supply of mentors within their own organisation so they tend to look outside for a fresh supply.
4. Reverse Mentoring Programmes
Reverse mentoring is usually where a more junior or younger person mentors someone who is more senior or older, so the more usual role-model type relationship is turned on its head. Reverse mentoring can provide a fresh perspective for senior people on what is going on in the organisation and challenges they should engage in. Plus it provides senior leaders with a useful generational perspective that they may not gain from their current learning network.
5. Maternity Mentoring Programmes
Maternity leave represents a significant turning point as women re-evaluate work, career and life choices in the context of new and previously unimagined priorities. Offering a formal mentoring programme and supporting women as they become mothers can influence enormously both the transition into parenthood, the return to work and retention levels. See Mentoring to support women for more details.
6. Onboarding and Graduate Mentoring Programmes
Whether you are looking for support to onboard a new senior executive or wanting to develop your new graduate intake through their rotations, we can help you by designing the most effective programme for your needs.
7. Mentoring Millennials
By 2020 half the working population globally will come from the generation born between 1980 and 2000, so it is really important to consider generational differences in your design of any mentoring programme. Mentoring someone from the Millennial Generation (sometimes known as Generation Y) is not textbook developmental mentoring, as we know it.