© 2009 LifeMoxie, Inc. All Rights Reserved. The LifeMoxie Consulting Group Mentoring Solutions...

© 2009 LifeMoxie, Inc. All Rights Reserved. www.lifemoxie.com

The LifeMoxie Consulting Group

Mentoring Solutions

Monday, July 13, 2009

© 2009 LifeMoxie, Inc. All Rights Reserved.

Presenter

Ann Tardy, PresidentThe LifeMoxie Consulting Group

We strengthen the workforce


Agenda

Mentoring Benefits/Challenges Mission Success

7 Steps to a Successful Mentoring Initiative

Anatomy of a Large Mentoring Program Menu of Mentoring Solutions Website Demonstration


Mentoring Benefits + Challenges

Benefits: development, succession, productivity, community, diversity, knowledge sharing

Challenges: time, administration, incentives, effectiveness, sustainability, scalability, training


Why Structure a Program?

Provides people with: a mentoring experience skills for effective mentoring a “mentoring win”

Long-term result: a “mentoring culture”


Mentoring Mission

To create a mentoring culture


3 Requirements for a Successful Mentoring Solution

Strategy Scalability Sustainability


7 Steps to Creating a Successful Mentoring Initiative

Step 1: Assess Needs & Define Success

Step 2: Design Structure for Participating, Matching

Step 3: Establish Incentives, Commitments

Step 4: Provide Training and On-Going Guidance

Step 5: Crave and Collect Feedback

Step 6: Strategically Plan Roll Out

Step 7: Stay Top of Mind


Step 1: Define + Measure Success

Attract and on-board new employees Retain, engage, develop employees Spotlight and develop leaders Increase diversity Transfer knowledge / succession planning


Step 2: Design Structure for Participating

Structure: □ informal □ formal □ mixture Beneficiaries: □ workforce □ departments □ teams Mentors: □ internal □ external □ peers □ seniors Participants: □ high-pos □ individual contributors

□ new employees □ retiring employees Participation: □ voluntary □ involuntary Matches: □ assigned □ self-selected □ an out Length of time: □ 1 mo □ 3-6 months □ 1 year □

they choose


Step 3: Establish Incentives, Commitments, Accountability

Incentives to Participate: Promotion or Job Recognition Money Performance review Opportunities/leadership track (Know your culture)

Commitments: applications/contracts

Accountability: notify boss / mid-program meetings


Step 4: Train + Offer On-Going Guidance

Mentoring skills training (“Mentor Skills”)

On-line access to tools (“Mentor Website”)

Monthly tele-class orientations (“Mentor Mojo”)

Progression emails


Step 5: Crave and Collect Feedback

Provide opportunities to give feedback re: program, mentor, mentee

Evaluate and incorporate Consider an “out clause”


Step 6: Strategically Plan Roll Out

Pilots v. full scale roll Support from upper management Engage an on-the-ground force

(“Mentoring Champion Team”)

Train peer leaders (“Mentor Lead”)


Step 7: Stay Top of Mind Internal PR

Promote as employee benefit Highlight company’s commitment to employees

Monthly skills training (“Mentor Skills”)

Networking events (“Mentor Connect”)

Incorporate into: performance reviews new employee orientation new mgr training succession planning efforts (“Mentor Share”)


LifeMoxie Menu of Mentoring Solutions Mentor Website Mentor Skills Mentor Tele-Skills Mentor Connect Mentor Mojo Mentor Lead Mentor Share Mentor Blog Mentor Message Board Mentoring Champion Teams


Anatomy of a Full-Scale Mentor Program Launch in phases Design, Implement, Train, & Administrate Kick-Off Launches Seamless experience Ease of use Matching – 5 ways Training – online and in person Mentoring tools Reporting and metrics Accessible for 20,000+/- people, one fee


“The LifeMoxie! mentoring program makes PG&E a better place to work.”

~ Pacific Gas & Electric employee

© 2009 LifeMoxie, Inc. All Rights Reserved. The LifeMoxie Consulting Group Mentoring Solutions...

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