Kessler (n.d) discusses that the most appropriate mentoring program that the firm can rely on for success is the group mentoring of the mentees in a manner that helps them acquire the skills and knowledge that are necessary for the management of the firm. Additionally, the program creates a pipeline of diverse workers since the mentee will learn from different people within the group. The group mentoring program will be effective because the junior members of the staff will be paired with the senior members with the objective of ensuring that employees acquire skills and knowledge from each other. It is also important to note that the program will be carried in away that ensure that the mentees and the mentors are marched based on the individuals who can assist in the realization of the firm’s objectives. As such, the primary aim of the mentoring program will be to retain a higher rate of the minority group in the firm.
Therefore, it will be critical to commence by selecting an assemblage of leaders from various departments in the firm to devise a coaching curriculum that fits the formal goals of the firm. Afterwards, the group leaders will come up with a list of the things that make a flourishing workforce at the firm, for the mentoring sittings. The coaching program must be formal because of the need for the mentors to check up and champion the program on the manner in which its guidelines are being met so as to avoid instances of unaccountability among the mentors and the mentees. The coaching program is expected to run for a minimum of six months and a maximum of eighteen months.
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The selection and training of the mentors and mentees will be through the random matching process whereby, there will be the random picking of the mentors’ and mentees’ names from a container. Every mentor will lead a group of five mentees. Moreover, there will be set objectives that the mentees and the mentors will be required to meet to ensure that they put lots of their input into the program for the process to be successful. As such, Kessler narrates that the participants will be provided with an information sheet regarding the things they wish to attain or provide to a mentoring association as such will make them have commitments to the program. Training of the participants will be based on the culture and the goals of the company.
It will be preferable to come up with a classroom-design discussion in which the mentees and the mentors will be assembled for their discussions after separately speaking to them (Inzer & Crawford, 2005). The training will start with providing the meaning and importance of mentoring to make the participants understand that mentoring is not a waste of time. Therefore, the leaders in the firm must take part in the program to encourage employees to participate. The training must also engage the management of the expectations of the participants and inform them of what to expect from the training and what not to expect as well as the aim of the process. Additionally, the mentee and the mentor must discuss their relationship boundaries, confidentiality, and their expectations. The mentor will have the responsibility of assisting the mentee to come up with a plan that will be essential in realizing the mentee’s goals. Also important is for the mentor to support the mentee in following his plan, and also providing accountability and feedback.
When dealing with the demographic challenge of eighty percent senior white male leaders and a majority of the white males’ talent pipeline, I will ensure that the few leaders from the minority groups occupy a bigger percentage of mentors. Such a move will be an encouragement to the minority talent pipeline. The success of the program will be confirmed through the use of measurable outcomes such as acquisition of managerial skills and knowledge by the mentees.
References
Inzer, L., D. & Crawford, C., B. (2005). A Review of Formal and Informal Mentoring: Processes, Problems, and Design. Journal of Leadership Education. Volume 4, Issue 1
Kessler, S. (n.d). How to Start a Mentoring Program . Retrieved from http://www.inc.com/guides/2010/04/start-mentoring-program.html
