Planning- It is important to answer the questions “What is the main purpose of this program?” Base on the needs analysis of the organization, what areas are in need of improvement in the organization? How is success being defined by the participants? In order to ensure that these questions are met, even prior to developing the mentorship program, there must be deep study of not only inside the organization but also practices in similar industries.
Literature would show that the best kinds of mentorship programs are structured and flexible that provides guidelines to the participants. In order to create this program, the organization should answer the following questions:
What are the goals, for example, to introduce new leadership practices in the real estate industries for more effective staff management and talent retention.
Who are the participants- due to the nature of the coaching program, participants must at least be associate managers to senior personnel’s who handle people.
Identify who will lead the plan- who will champion the activity? ‘Champions” within the organization are often identified for two things, first is to acknowledge the contributions of consistent performers and second to encourage other employees to work hard. The label can serve as the motivation.
Training- the mentors must be properly equipped with at least the fundamentals for them to be effective sources of wisdom within the organization. Identifying the mentees is important, but it is also important to directly lift top performing employees to serve as mentors to replicate if not better their good performance in the team.
Feedback and check back sessions- identify how the success of program will be measured.
