Training internal mentors is an essential step in ensuring the effectiveness of a mentoring program. Being a good business expert is not enough to make a good mentor: it requires specific skills in communication, posture, active listening, as well as a clear understanding of one’s role.
The first step is to offer an initial training session, even a short one, to set the scene. This session should cover the program’s objectives, what is expected of the mentor, the limits of his or her role (he or she is neither a coach nor a manager), and the tools at his or her disposal. It can include role-playing exercises, advice on building a relationship of trust, and best practices for follow-up.
Secondly, it’s important to provide mentors with regular support throughout the program. This can take the form of group meetings between peers, an HR referent available to answer questions, or online resources (guides, videos, follow-up tools). Mentoring is a learning process in itself: mentors need to be able to share their experiences and benefit from constructive feedback.
It is also recommended that the commitment of mentors be recognized. Their role requires time and commitment, and deserves to be recognized: through internal promotion, certification, or even recognition as part of their career development.
Finally, a good mentoring training program is not limited to a one-off module: it is part of an ongoing process of improvement, adjustment to mentee profiles, and quality control.
Another focus for mentors is elders, retired people who know the company’s values and have time to share their experience.
