I am responsible for introducing an internal developmental (not sponsorship) model of mentoring into a large housing association- experiencing significant organisational change and development- to support key leaders of change.
We are currently training a pool of mentors and are facing questions aboout evaluation, ongoing support, shaping a scheme and ensuring that the organisation maximises the return on its investment.
Do you know who could help to maybe host a short visit too loook at how they faced these or similar issues?
Any help or advice welcomed.
Dave Burke
One Response
Clear scope, boundaries, & process
Dave:
I’m revamping and expanding the Scottish Executive’s internal scheme. We have developed,piloted,& reviewed a robust model with our top two layers here before going to other layers. It’s heavy on preparation,set-up and clarity of expectations and very light on machinery, paperwork and follow-up (= periodic and hands-off). Lessons: go for volunteer mentors and support & develop them; be very clear about boundaries and scope; train both mentors and mentees in process and skills; provide follow-up support with a light touch; find out and belong to the EMCC (European Council of Coaching and Mentoring; loads more but no space for it all. Email me!