High level overview of the critical components needed to establish a mentoring program.

1. Establishing a Mentoring Program
What Leaders and Managers
Need to Know
Mentoring 1 Version: A.05

2. Questions
• Do you have a formal mentor program in place?
• Which job positions are included?
• Does your program have structure/defined goals?
• Do you provide formal mentor training?
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3. Agenda
• What is a Mentor
• Reasons for Mentoring
• Program Components
• Benefits
• Pitfalls
• Assessment
• Systran’s “Train the Mentor”
• Summary
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4. What is a Mentor?
Definition
• One person shares knowledge, skills, information and
perspective to foster the personal and professional growth of
someone else
Different From Coaching/Training
• Mentoring includes guidance, role modeling, problem solving in
addition to learning new knowledge and skills
• Mentoring focuses on building a relationship between the
parties to allow greater flow of information, insight, and
networking
• Mentoring involves more situational, real world learning events
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5. Reasons for Mentoring
• Need for skilled workforce
• Transfer of knowledge and skills
• Knowledge capture/retention
• Decrease time required to achieve competency
• Address under performance/not meeting business
objectives
• Need for future leaders/managers
• Organizational development and
culture change
• Reduce turnover/increase retention
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6. Mentoring Program Components
Successful
Mentoring
Measurement Program
Evaluation
Defined,
Attainable
Goals Communication & Training
Management Commitment
“Training is a crucial component for an
effective, planned mentoring program.”
- Accountability: Measuring Mentoring and
Its Bottom Line Impact
Review of Business, Spring/Summer 2000
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7. Mentoring Benefits
• Transfer of knowledge and skills
Performance • Better teamwork and sharing of information
improvement • Reduce time to competency for new employees
Understand
• Business objectives
organizational • Regulatory compliance
values and • EHS
goals
• Leaders and managers
Develop • Low performers
employees • New employee/new job role
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8. Mentoring Program Pitfalls
Design Problems Organizational Issues Other
• Unrealistic objectives • Lack of commitment • Geography constraints
• Failure to train how to by management • Others
mentor • Changes expected too misunderstanding the
• Inadequate resources quickly relationship
• Failure to plan for • Organizational • Real world events
problems structure or barriers
• Failure to include • Pairing problems
program
assessment/evaluation
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9. Program Assessment
Steps for Measuring Success
1. Establish baseline numbers
2. Monitor the program
• Process/implementation
• Outcomes/results
3. Measure mentoring activity
4. Evaluate program results
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10. Systran’s Train the Mentor
Learning
Theory
Competency Practical
Demonstration Methods
Hands-on Real World
Exercises Examples
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11. Summary
• Increases transfer of knowledge and skills
Mentoring • Reduces time to competency
Effectiveness • Improves performance and communication
• Increases retention/reduces turnover
• Provide resources for planning, coordination,
Management and execution
Commitment • Define clear goals and expectations
• Defined, attainable goals
Preparation • Measurable activities
and Training • Trained mentors
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12. For questions, please contact:
David Hirsch
 dhirsch@systraninc.com
 281-480-8004
 www.systraninc.com
Performance and Compliance Solutions
for the Hydrocarbon Processing and Energy Industries
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