Designing effective coaching and mentoring programmes

The design of effective coaching and mentoring programmes consists of seven key elements:

• programme aims and purpose
• recruitment and selection of participants
• training and development
• matching
• supervision
• standards and Code of Conduct

The design, implementation and continual evaluation of programmes are all key stages. Not fully addressing any stage can impact on the overall effectiveness of the programme.

Programme aims and purpose

Programmes are developed in response a specific need. It is important that the need to clearly articulated and translated into aims and objectives which form the basis of the evaluation.

Recruitment and selection of participants

Generally you will be guided by what your programme purpose is. For example, if the mentoring programme is specifically for graduates you will have your mentee group identified immediately. This will also aid your thinking in who you might want to approach as mentors as some criteria you might want for them is that they’ve been in the business for a certain number of years and that they are good role models for the values and culture for the business – it is good to have mentors who will set a great example to new employees.

Training and development

All programme participants should receive some form of training and development prior to the start of the mentoring or coaching. Training and development might include, amongst other, role definitions, roles and responsibilities, boundary management, relationship closure and Code of Conduct.

Matching

Developing matching criteria and process should be agreed prior to participant training and development. It can be incorporated into the training and development, prior to or subsequent to. It is helpful to determine the degree of choice participants have.

Supervision

In coaching and mentoring, supervision is about supporting a practitioner in the quality of their practice, for which they retain full responsibility. While this kind of supervision is most commonly used for professional practitioners, it is increasingly seen as helpful for anyone acting in the role of coach or mentor (See: Supervision in coaching and mentoring).

Standards and Code of Conduct

It is important that all participants are clear about their roles and responsibilities, including standards of conduct. This will cover areas such as confidentiality, duty of care and boundary management. There are a number of tools to assist with the develop of programme standards, such as the International Standards for Mentoring Programmes in Employment (ISMPE).

Evaluation

Evaluation is an essential component and should be considered at the design and development stage of all programmes. It will be important both to inform the broader business that the programme is delivering value and has met its agreed aims and objectives, ensuring real value and impact at the individual, programme and organizational level. How you evaluate the programme is important to consider and plan from the outset.

A model for measurement will consider three perspectives: the individual/participant perspective; the programme perspective; and, the organizational perspective. The model will set out the measurement processes and identifiable outcomes. By measuring all perspectives, you will obtain a balanced view of what impact the programme is having.

© David Clutterbuck, 2014

Prof David Clutterbuck
Coaching and Mentoring International Ltd
Woodlands, Tollgate,
Maidenhead,
Berks, UK. SL6 4LJ

www.coachingandmentoringinternational.org
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