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Advice for Businesses
How to Plan and Execute an Effective Mentor Training Program
We know that great mentors will help people learn skills and contribute towards building a team that works together for the greater good of your company.
In order to get the best out of your mentoring program, we recommend incorporating mentor training before and during. This will help you to empower your mentors with the skills they need to excel.
In this post, we’ll explore the importance of training for mentors and reveal how you can plan and execute an effective mentor training program, today!
What is a mentor training program?
Did you know that 84% of Fortune 500 companies have mentoring initiatives? This article by Forbes shows how important mentors are for the world’s most successful businesses.
In its simplest form, a mentor training program helps mentors gain the skills and knowledge they need to support mentees effectively. During training, mentors will learn the skills they need and build confidence in their abilities.
Mentor training programs can be customised depending on the experience level of participants. For example, new mentors will learn about the principles of supporting others, while programs for experts will cover more advanced techniques.
Any training program aims to ensure participants emerge with a clear purpose and are ready to foster positive relationships with their mentees.
And this is good news for your organisation. Effective mentors are a proven way to improve employee retention rates, as employees want to know they have opportunities to progress within a company. According to HCA Mag, studies also show that companies with a mentoring scheme can expect their retention and employee engagement rates to increase by up to 50%.
Do mentors really need training?
So, do mentors really need training? Surely if someone has a positive mindset and can’t wait to set the world alight with their immense skills and knowledge, that’s all that matters—right?
Erm, no. Mentors benefit from training because it helps them understand the needs of each mentee, build confidence in their ability and helps maintain healthy boundaries in the relationship.
Mentors need the following traits/skills:
- Great listening skills
- A willingness to support people
- Proactive mindset
A person may have these traits, but that doesn’t mean they know how to offer practical guidance to people. This is where mentor training comes in.
Here’s what should happen by the end of a mentor training program:
- Effective communication: Training teaches essential techniques for effective communication, including active listening.
- Flexibility: A mentor should also know how to tailor support and guidance for each mentee’s unique needs.
- Relationship building: Professional relationships have firm boundaries, and training allows mentors to understand how to maintain them.
- Self-awareness: Mentors are only human, and a good training program allows participants to reflect and learn from past experiences.
Mentor training is an essential way to equip your mentors with the right skills and information. It’s also a great way to bring mentors together to swap tips and advice.
What topics should your mentor training include?
Before planning the training, it’s important to understand what you need to achieve. Unfortunately, many mentoring programs fail because businesses don’t consider the participants’ needs and how the type of training will impact the outcome.
For example, a live workshop where everyone can get actively involved might be best if you’re teaching beginners. However, experienced mentors might benefit from online training or self-guided courses.
Once you know your goals, you can incorporate the seven most important topics into your mentor training program:
1. Program objectives
Defining the program’s objectives ensures participants know what you’ll cover and keeps them on track during the learning journey.
2. The benefits of mentoring
Mentoring isn’t the easiest of tasks, but it can be highly rewarding. Everyone should know the benefits of supporting others so they can decide whether it’s right for them. This of course includes how mentoring benefits mentors too!
3. Defining the role of mentors and mentees
Getting caught up in supporting another person can be easy, but mentoring depends on both parties knowing their responsibilities and roles.
A professional relationship could become too personal if you don’t understand your boundaries, impacting mentoring quality.
4. Building rapport with mentees
A good rapport is central to any relationship, allowing both parties to speak freely and discuss any issues they might encounter.
Establishing a good relationship will also enable the mentor to deal with conflict and understand the potential issues that might arise during the training.
5. Reflecting on experiences
Positive feedback is always vital with mentoring, and mentees will respond well to constructive insights. However, mentors should also be able to reflect on the training they deliver and look at the things they could have done differently.
How do you structure a mentor training program?
Mentor training programs are a great opportunity to develop a strong foundation for the mentor-mentee relationship.
However, creating a comprehensive program incorporating all the necessary topics takes time and energy.
A solid structure ensures you can deliver a program that covers all bases and offers an interactive learning experience.
1. Define goals and outline the curriculum
The program should start by outlining the goals of the program and establishing what the learner can expect to achieve.
It’s also good to outline the curriculum and break it into topics and activities to establish a goal-based mindset.
Nobody wants to dive into a course with endless information, but effective planning will give participants a clear idea of their learning journey and possible outcomes.
2. Give participants a chance to ask any questions before and after the course
If you’re running a live workshop or any form of online training, allowing participants to ask questions beforehand can help them understand the learning journey.
Also, addressing questions after the training gives people a chance to clarify the curriculum and leaves them feeling like they’ve accomplished something.
3. Decide on the number and length of sessions
Whether delivered online, in person, or a hybrid. Mentor training should be informative but digestible. We recommend a structure that includes a kick-off event, outlining the role of the mentor and it’s boundaries, and then a training session during the program.
This way mentors have the opportunity to ask questions that arise in session. However, the frequency and length of sessions will depend on your needs. One long session at the start of the session or several shorter sessions throughout may work better for you.
4. Provide materials to take away
Here at Guider, we have an integrated Learning Hub that contains everything you need to know to make the most out of mentoring as well as mentor and mentee training.
Whether you are using mentoring software such as Guider, or not, it’s important to provide mentors with training materials to refer back to and additional support outside of the training session.
Mentors are integral to any company, and their impact on mentees can result in higher profits, better retention rates and ongoing growth in the future. Investing time and money into training your mentors enables them to develop skills that will set your company apart.
Developing a curriculum that covers relevant topics and ensures mentors know how to create strong relationships with mentees is the first step – but remember that ongoing training is also integral to a successful program.
If you can provide lasting support to your mentors and give employees more opportunities to progress within the company, you’ll find each team member is more loyal, and you can attract top talent. It all starts with your first mentoring program. So, what are you waiting for?
Want an all-in-one mentoring solution that includes mentor training? Talk to Guider.