Learn from Ellen Ensher, best practice examples of techniques to institutionalize your mentoring program. Review why formal mentoring programs matter and provide encouragement for learners to get started.
- LAST is an acronym to help you remember how…to make your mentoring program sustainable.…Designing a mentoring program is a lot of work,…and your raise hopes and expectations with your program.…So, let's examine how to make your mentoring program LAST.…L is for Linkages.…Link your program to your mission, values and…existing programs.…In other words, jump on board the budget train…for programs that are already funded and institutionalized.…
These might include programs like onboarding,…employee affinity groups, leadership development…and/or any other learning and development initiatives.…In order for your mentoring program to thrive and…survive, it must be funded and institutionalized…as part of the culture.…A is for Ambassadors.…To start a new mentoring program, you must have both…top-down and bottoms-up support.…You need your executives to show up to…training and mentoring sessions,…both physically and financially.…
To sustain your program, you also need wildly…enthusiastic members of your organization who…will serve as ambassadors of your program.…
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- The benefits of formal mentoring programs
- The types and purpose of mentoring programs
- Designing a framework and a needs assessment
- Creating a mentoring culture
- Ensuring organizational support
- Choosing participants
- Training essentials for mentors
- Concluding and celebrating your program
- Evaluating your program
- Making your mentoring program last