This Episode: How To Design A Mentoring Programme

This week, Lucinda delivers a solo masterclass in how to design a mentoring programme and make it work for your organisation. Furthermore, why now is the best time to think about implementing such programmes, and how to make sure that your people get the most from learning from others.

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Key Takeaways

  • Certainly, remote working has meant that people now require different forms of access to development. Mentoring is a marvellous way of creating engagement, whether through one-to-one time or on the job learning.
  • 10% of our learning should come from formal learning. 20% should come from incidental learning, and 70% should come from on the job learning and challenges.
  • Furthermore, the strategic reasons behind why we are setting up a mentorship programme should define the mentors we choose and how they are deployed.
  • Indeed, a good coach need not always be blessed with technical prowess. Their main contribution to development should be as a mirror or sounding board, there to challenge and offer new perspective when needed.

Best Moments

‘We need to find ways in which people have the opportunity to access people’

‘Once you’ve had someone as a mentor, you’ll always have a relationship where you can pick up the phone to them’

‘Coaching should be more on the “ask” side’

‘A coach is there to act as a mirror – as a sounding board. They are there to open up thinking and opportunities’

About The Host

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. Certainly, it was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.

“When we look up we rise up”

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