Mentoring Programmes

Mentoring remains largely a niche market, with very few provider organisations specialising in it. It’s therefore relatively easy to achieve market differentiation, especially with the CCMI international brand. CCMI has pioneered good practice in mentoring programmes and training of mentors and mentees since programmes first appeared in the early 1980s, and our Founder David Clutterbuck, is the world’s leading authority in this area.

We have supported hundreds of organizations worldwide in designing and sustaining effective mentoring programmes. We led the research team that developed the international standards for mentoring programmes.

5 MINUTE BENCHMARK

How does your mentoring programme compare with world-class?

It’s one thing to have a mentoring programme, but does it deliver the benefits it should? This self-assessment questionnaire is based on global good practice and the experience of hundreds of mentoring programme managers over more than 35 years.

How well do each of the following statements describe you? Score yourself from 1 (not like me at all) to 5 (just like me).

Q1 Do all mentors and mentees fully understand and value the purpose behind the programme?

Q2 Is it clear to all how the mentoring programme supports corporate (or professional body) goals and priorities?

Q3 Are there several champions for the programme at top management level (or, for professional associations, leading figures in the field)?

Q4 Is there a dedicated mentoring programme manager?

Q5 Has the programme manager been trained in the role?

Q6 Is there a steering group that includes representatives of the target audiences for mentors and mentees?

Q7 Is everyone involved in the mentoring programme clear about the difference between mentoring and other roles, such as counselling and sponsorship?

Q8 Is there a clear distinction and separation between the role of a mentor and the coaching role of a line manager?

Q9 Do all mentors receive at least four hours of trainingat the start of their relationships?

Q10 Do all participants receive additional training and support over the lifetime of the relationship?

Q11 Do other key stakeholders (such as, the mentee’s boss) receive an appropriate briefing about their roles and responsibilities?

Q12 Is professional supervision ( from an experienced coach and/or mentor supervisor trained to enable the coach or mentor to engage in reflective dialogue and collaborative learning for the development and benefit of the mentor or coach, their clients and their organisations) provided for mentors?.

Q13 Do mentees frequently become mentors in turn?

Q14 Do mentors re-enlist, year after year?

Q15 Is there an easily accessible resource for participants to turn to when they need deeper knowledge?

Q16 Does the matching process take a range of factors into account over and above a specific learning need?

Q17 Is there an effective process to intervene and provide a re-match when relationships don’t work out?

Q18 Is there a process for weeding out “toxic” mentors?

Q19 Do mentoring conversations cover deeper topics than just a transfer of experience?

Q20 Do mentors and mentees understand how to be and use a role model effectively?

Q21 Do you have a process to check how well each mentoring relationship is progressing?

Q22 Is there a clearly understood procedure for re-matching, when pairings don’t work out?

Q23 Is the programme regularly benchmarked against “best in class” programmes elsewhere?

Q24 Has it been benchmarked positively against the EMCC Global Self-Assessment Framework - International Standards for Mentoring and Coaching Programmes (ISMCP)?

Q25 Do you have credible data (beyond general satisfaction) to demonstrate a high return on investment from the programme?1

Q26 Do mentees value mentoring at least as much as classroom training for their development?

Q27 Does each formal relationship come to a clear, acknowledged and positive end?

Q28 Are mentoring conversations genuinely private and confidential?

Q29 Is there a succession plan in place for the mentoring programme manager?

Mentoring Benefits

  • Retaining talent (mentees are at least one third more likely to stay)
  • Getting to know talent and bridging the generation gap
  • Addressing diversity and inclusion
  • Creating strategic alignment where it counts
  • Reducing the time people new in role take to get up to speed
  • Raise the productivity of new staff (new salespeople with a mentor sell 1/3 more)

Areas covered:

  • Consultancy
  • One-to-One Training for Top Management
  • Training for Mentors & Mentees
  • Training for HR & Others in Designing and Managing Mentoring Programmes
  • Helping Client Organisations Achieve the ISMCP Standard and Award
  • Focused Mentoring programmes
  • Assessor Courses
  • On-line Support

Courses

Our courses are aimed at both ‘External’ professional coaches & mentors and ‘Internal’ coaches & mentors for client organisations such as business leaders, managers, staff & HR professionals. All coaching & mentoring by CCMI and its network partners is compliant with the International Standards for Mentoring Programmes in Employment.

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Membership with CCMI allows affordable access to over 600 Blogs, Videos, Briefing Papers, Tools, Techniques  and Reviews on key topics, the latest trends and more from Professor David Clutterbuck. It’s regularly updated to keep you at the leading edge of coaching & mentoring and is very cost effective at only £40 a year for individuals and multi-buy pricing for groups or corporates.

Anchoring

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Books

Check out our recommended range of books to complement CCMI’s programmes and services. Based on extensive research, many of them have been written by Professor David Clutterbuck and many co-edited or contributed to by other CCMI members.

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