Mentoring Program Design and Execution

Focuses on defining, developing and implementing formal mentoring programs for organizations.

Schoonover Associates has in-depth experience in designing and installing mentoring approaches. Most programs focus on one or more of the following goals:

  • Providing improved role integration to improve motivation, personal work satisfaction and retention of key staff;
  • Supporting key talent in their career development/growth;
  • Creating greater visibility for key talent to other key stakeholders and functional leaders throughout an organization;
  • Providing opportunities for and teaching key talent how to build their own capabilities and a broader organizational network; and
  • Generating exposure to a broader business context (e.g., cross business/functions/roles/different points of view).

While coaching represents a key ongoing feedback role provided by managers and team leaders, most mentoring roles are structured to offer an expanded point of view and a broadened set of experiences. To support such initiatives we advocate developing a structured framework with the following elements:

  • Guiding principles;
  • Mentor and mentee performance criteria;
  • Mentor selection guidelines;
  • Mentoring process guidelines;
  • Support tools, supervision, templates and training;
  • Program governance and supervision guidelines; and
  • Key program measurements.

We have developed extensive materials to support each of the above requirements, including a mentor competency model that we often apply in selecting, assessing, coaching and developing mentors.