so you’ve decided that you want to create a mentoring program to enhance organizational learning and leadership development across the organization. you know that social learning is the real driver to creating a culture that values learning and change. social networking tools are being implemented so teams can communicate more readily. you have employees contributing to a knowledge base to capture organizational knowledge. now you feel a mentoring program where leaders help new employees and prospective leaders to expand their knowledge of the organization and their leadership skills.
But where do you start? How do you matchmake mentors to mentees? or mentees to mentors?
which comes first? the chicken or the egg?
do you first identify the employees who the organization wishes to groom for advancement? Once you know who you wish to involve as mentees you could then determine the needs these people have and then search through your executive and management ranks for people who have what the mentees need. you could then recruit them to match the needs of the mentees.
Or do you determine who amongst your leaders best exemplify the needs of the organization and establish them as mentors? you could then either determine the employees who you wish to be mentored and match them to your team of mentors or you could let employees self-select by marketing the mentoring program and letting them apply to the program or to individual mentors.
How much control around participation in the program should you maintain? How many mentees per mentor? Should all managers at or above a certain level be required to be mentors? Should all employees have a mentor?
What do you think? Who comes first, the mentor or the mentee?