Visual credit: Alex Shuper
Visual credit: Alex Shuper
The Transfer of Knowledge
“We need a mentoring program…”
The Transfer of Knowledge
“We need a mentoring program…”
The benefits that organizational mentoring programs have for businesses have been well documented. It is no surprise that it is an often-requested development program for many organizations. However, developing and delivering a mentoring program can be difficult and time consuming. Finding the right pairings, the right level of oversight, providing resources, and evaluating how the program performed against desired goals are just a few of the components that need to be considered.
As a result, some organizations leave mentoring to chance. Even while some mentoring connections develop naturally, it is too crucial to rely on luck. To assist firms in implementing a mentoring program for specific employee groups, we developed a “organizational mentoring toolkit.” This “toolkit” offers the framework and ongoing support necessary for mentoring relationships to grow while keeping an eye on the program’s main goals.
One of the most common challenges to mentoring programs is understanding who “owns” the program. Is it an HR initiative, the sponsoring executives, the impacted departments, or is it the mentors and mentees themselves? Without a clear understanding of the responsibilities, it is difficult to provide the ongoing support needed to keep a mentoring program. We have endeavored in the mentoring toolkit to provide the infrastructure and materials that were always on our “wish list” based on our expertise in managing and the assessment of mentoring programs. By having an organizational mentoring toolkit, HR teams can implement firmwide programs or respond the specific needs that arise throughout the business units.
What is
Mentoring?
If you ask ten people to define a mentoring relationship, most likely you will get 12 different answers! There are many types of relationships that can fall under the broad umbrella of mentoring. Some of them include: Onboarding buddy, sponsor, advocate, managers, workplace counselor.
In its simplest definition, mentoring in the workplace is a relationship between two individuals in which an experienced employee, known as a mentor, provides guidance and support to a less experienced employee, known as a mentee. The mentor helps the mentee develop skills, knowledge, and experience in their field, and provides support and guidance as the mentee navigates their career. The goal of mentoring is to help the mentee grow and develop both personally and professionally, and to provide a source of support and guidance as they progress in their career.
A Proven Method of Development
Some of the most admired organizations are known for their dedication to mentoring.
- Google: pairs employees with mentors who can help them with career development and personal growth.
- Deloitte: called “Impact Mentoring,” pairs employees with mentors who can help them develop leadership skills and achieve their professional goals.
- PwC: called “Mentoring Matters,” pairs employees with mentors who can provide guidance and support as they navigate their career paths.
- IBM: called “MentorPlace,” connects employees with mentors who can help them develop their skills and achieve their career goals.
- Accenture: called “Career Mentoring,” pairs employees with mentors who can provide guidance and support as they navigate their careers.
What does research tell us about the effectiveness of mentoring programs?
Even though the advantages of mentoring are well known, its scope and consistency are sometimes overlooked. Numerous studies have demonstrated the value of mentoring:
According to a survey by the Society for Human Resource Management, 69% of organizations offer mentoring programs. A study by Deloitte found that mentored employees are more likely to stay with their organization, with 74% of mentored employees indicating they plan to stay with their current employer for at least the next five years, compared to only 51% of non-mentored employees.
A study by the Harvard Business Review found that mentoring relationships can have a positive impact on an employee’s performance, with mentored employees reporting a 41% increase in productivity and a 60% increase in job satisfaction.
A survey by the National Association of Women in Education found that women who have mentors are more likely to negotiate for higher salaries and report greater job satisfaction compared to those who do not have mentors.
What does research tell us about the effectiveness of mentoring programs?
Even though the advantages of mentoring are well known, its scope and consistency are sometimes overlooked. Numerous studies have demonstrated the value of mentoring:
According to a survey by the Society for Human Resource Management, 69% of organizations offer mentoring programs. A study by Deloitte found that mentored employees are more likely to stay with their organization, with 74% of mentored employees indicating they plan to stay with their current employer for at least the next five years, compared to only 51% of non-mentored employees.
A study by the Harvard Business Review found that mentoring relationships can have a positive impact on an employee’s performance, with mentored employees reporting a 41% increase in productivity and a 60% increase in job satisfaction.
A survey by the National Association of Women in Education found that women who have mentors are more likely to negotiate for higher salaries and report greater job satisfaction compared to those who do not have mentors.
What is a mentoring toolkit
Why Mentoring is Critical?
Mentoring can be an important source of support, guidance, and development for employees. It can help employees to:
Learn new skills and gain knowledge: A mentor can help employees learn new skills, knowledge, and best practices that are relevant to their job or career goals.
Improve performance: A mentor can provide feedback, coaching, and guidance that can help employees improve their performance and achieve their goals.
Build confidence: A mentor can help employees build confidence in their abilities and support them as they take on new challenges and responsibilities.
Network and build relationships: A mentor can help employees build relationships with colleagues, industry leaders, and other professionals, which can be valuable for career advancement.
Manage career development: A mentor can help employees understand their strengths, weaknesses, and career goals, and provide guidance on how to achieve their career aspirations.
What does a Clairmont Mentoring Program look like?
It’s important to establish what are the goals of the mentoring program and to communicate these clearly to both mentors and mentees. Clairmont meets with the sponsors of the mentoring initiative to gather the critical outcomes of the program and translate them into clear goals and expectations to be shared with the participants.
Matching mentors and mentees:Based on the expressed desired outcomes, we create the criteria that can be used in the selection process. Frequently considered factors are experience level, career goals, and areas of expertise when pairing mentors and mentees.
Structured meetings and communication: In the mentoring toolkit, we kick off each program with a meeting between the mentor and mentees to set expectations, provide resources, and provide logistical information, also provide a closing ceremony with participants to thank them for their engagement and provide best practices for next steps. The pairings set regular meetings between mentors and mentees, and established guidelines for communication and feedback. Through the program, we communicate with the participants on a regular basis to keep the momentum going.
Clairmont provides mentees with resources and opportunities for learning and growth that they can discuss with their mentors.
We make sure mentors and mentees have access to the resources and support they need to succeed in the program. Through the use of our digital app, we provide resources to supplement the mentoring relationships.
Evaluation and feedback: Clairmont regularly assesses the effectiveness of the mentoring toolkit and gathers feedback from both mentors and mentees to make improvements and ensure the program is meeting its goals. Data and recommendations are shared with the sponsoring team.
Clairmont Advisors offer the following mentoring toolkits:
| Program | Benefits |
|---|---|
| Onboarding | Knowledge Transfer Enhance Company Culture Increased retention rates Making Connections |
| Local Talent | Greater self awareness and confidence Increased time to productivity Development of leadership skills Promote a culture of growth and learning |
| High Potential | Improve retention of key contributors Provide critical career development experiences Deepen your leadership bench strength Manage Leadership Connections |
| New Managers | Better management skills Increased Self Confidence Heightened Self Awareness Increased Productivity |
| Succession Candidate | Establishes a link between various corporate groups Help close the generational divide Transfer of institution’s institutional knowledge Aids in staff retention. Focus on practical expertise and knowledge Promotes a culture of growth and learning |
Clairmont Advisors offer the following mentoring toolkits:
Toolkit Options
| Program Length | Purpose | Support | Clairmont Sessions | Resources | Evaluations |
|---|---|---|---|---|---|
| 3 Months | Onboarding | Consultation / End of Program Report | Kickoff / Closing | 12 Meeting prompts | Post Program |
| 6 Months | Local Talent / HiPo / New Managers / Succession Candidates | Consultation / Selection Criteria / Mid point and End of Program Report | Kickoff / Closing | 18 Meeting prompts / 3 Learning resources | Mid and Post Program |
| 9 Months | Local Talent / HiPo / New Managers / Succession Candidates | Consultation / Selection Criteria / Mid point and End of Program Report | Kickoff / Closing | 24 Meeting prompts / 6 Learning resources | Mid and Post Program |
| 12 Months | Local Talent / HiPo / New Managers / Succession Candidates | Consultation / Selection Criteria / Mid point and End of Program Report | Kickoff / Closing | 30 Meeting prompts / 9 Learning resources | Mid and Post Program |
Toolkit Options
To inquire about toolkit pricing options email us at info@clairmontdevelopment.com
Interested and want us to contact you and discuss more details? register here
About Facilitator
Shad Rogers
Talent Thought Leader
Abu Dhabi Investment Authority (ADIA), UAE
Abu Dhabi Investment Authority (ADIA), UAEHead of Learning and National Development
– Lead organizational learning initiatives across the firm
– In charge of local talent development from graduate development through senior leadership programs
Pacific Investment Management Co (PIMCO), USA
Pacific Investment Management Co (PIMCO), USAVice President – Learning & Development
– Lead global learning initiatives for staff of 2,600
– Focus on Portfolio Management, Product Management, Client Management, and Business Support
Associate – Business Development
UBS, USA
Advisor
– Focus on Municipals Bonds, Deep Value Equities, and Absolute Return Strategies
University of Pennsylvania, USA
University of Pennsylvania, USARanked #3 School of Education in the world7, 2024
- Doctorate of Education (ABD)
- Masters of Education
Pepperdine University, USA
- MBA
Vanguard University, USA
- Bachelors – Business
About Facilitator
Shad Rogers
Talent Thought Leader
Abu Dhabi Investment Authority (ADIA), UAE
Head of Learning and National Development
– Lead organizational learning initiatives across the firm
– In charge of local talent development from graduate development through senior leadership programs
Pacific Investment Management Co (PIMCO), USA
Vice President – Learning & Development
– Lead global learning initiatives for staff of 2,600
– Focus on Portfolio Management, Product Management, Client Management, and Business Support
Associate – Business Development
UBS, USA
Advisor
– Focus on Municipals Bonds, Deep Value Equities, and Absolute Return Strategies
Testimonials
“Shad was able to bring to the classroom his many years of experience which made the training impactful”
Khaled A., UAE National Associate, Sovereign Wealth Fund“Shad has a reputation for diagnosing learning needs and utilizing his deep financial services background and knowledge to deliver customized solutions that accelerate business performance.”
“I truly enjoyed our training sessions, each time I felt like I learned something new and valuable”
Hamdan A., Analyst, Sovereign Wealth Fund, UAE“Shad has a great delivery style and is so easy to work with, definitely goes out of his way to help and offer guidance”
Rashed A. , Analyst, Soverign Wealth Fund, UAEFrequently Asked Questions (FAQ)
Any more questions? we are here to help. Write us via email (shad@clairmontdevelopment.com) or leave a message in whatsapp (+971 56 8319782)
Interested and want us to contact you and discuss more details? register here
Leave A Comment