Ellen Ensher reviews sample topics for protégés typically included in training programs such as goal setting, roles and responsibilities, communication skills, and reciprocity. She also discusses the importance of mentoring relational challenges.
- I got my start in Human Resources as a trainer. So my favorite part of designing a mentoring program is the training. I recommend that you train proteges at the beginning of the program, possibly at the midway point and provide coaching throughout the program. I'm going to walk you through a sample curriculum for training your proteges. First, before you train anyone assess what your proteges need and want to know. Second, write learning objectives.
I recommend a two to three hour training session for proteges with three to five learning objectives. Here are some examples from my past classes: Understand definition, roles and expectations of a mentoring relationship. Write smart goals for your career and create an agenda for a discussion with your mentor. Develop an action learning project to work on with your mentor. Third, use this four-step model to actually design your training workshop.
Prepare, present, practice, conclude. In the prepare step, share your overall agenda, learning objectives, ground rules and do something fun to set the tone and lead into your topic. For example, sometimes I start by asking what is your metaphor of mentoring? I have heard examples like, "A mentor is like a NASCAR, pace car driver that comes out when needed to keep you on track." Or, "A mentor is like a doctor that fixes you." In the present step, share some information using slides, a video, or a Socratic lecture.
For example, I might transition from the metaphors on mentoring into discussing the definition of mentoring, key assumptions and roles and expectations. In the practice step, it's time to get your learners applying the material. For example, I might have the proteges write smart goals, complete evalues or personality assessment or just create a discussion plan to use with their mentors. Finally, in the conclude step, wrap up your workshop in a way that ends with pizazz.
I like to end with a quote, a poem, a song, a book, a dance or even just a celebration. I have included a sample curriculum for you in the exercise files from a past client. I believe training should be intellectually challenging and fun. Training is crucial to setting your proteges and your program up for success. Be creative, be personal, and enjoy.
- 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