Programs

Hi-Impact Mentoring^® provides leaders and organization the process, structure and tools to properly plan, execute and monitor a successful mentoring initiative.

Self-Managed Components Available in Both Hardcopy and Online Formats
Mentoring & Organizational Readiness Workshop (MORE)	Selection and Pairing
Master Process Handbook	Mentor Training
Forms, Letter, Questionnaires	Mentee Training
Process Implementation Guide	Manager and Supervisor Training
Mentor Profile	Learning Plan
Mentor Portfolio Information Document	Process Coordinator/Counselor Training
Mentor Skill/Competency Assessment	Train the Trainer
Mentee Profile	Tracking and Evaluation
Mentee Portfolio Information Document	Marketing and Communication Tools
Mentee Skill/Competency Assessment	Quick Guides
Information Program	Consulting
Intranet/internet interface which incorporates all materials to install the Process (if appropriate).
External Process Coordinator/Counselor Option

The Process is supported by a Master Process Handbook and CD-ROM that provides a method of planning and implementing Hi-Impact Mentoring^®. It divides the Process into a logical sequence of events. It contains individual training scripts, a tracking and evaluation system and samples of major documentation, for reproduction as required. The contents are summarized below.

Before an organization implements Hi-Impact Mentoring^®, it is important to determine if certain criteria have been established and considerations evaluated that will ensure it success. We have designed key questions to provide this information. This component also provides information regarding the critical features of a Mentoring Process that should guarantee its success and must be incorporated into the Process.

Forms to implement and track the Process; letters for instruction and overall communication; and questionnaires designed to determine readiness, perception, and to assist in evaluations and tracking.

Provides a step-by-step implementation strategy – Plan, Implement, and Evaluate (PIE) – to roll-out the mentoring initiative.

The Mentor role deserves careful attention as it is the linchpin in the Process. Based on that premise a specific "profile" has been created for the Mentor role. This profile describes the tasks necessary to perform the role; the skills/competencies necessary to execute the tasks including the specific proficiency level of each skills/competency; the Qualities or Attributes required for the function; and the Work Orientation Factors (WOFs) that will be encountered.

This component contains a document designed to obtain information about the Mentor. There is a corresponding document that is completed by the Mentor’s Manager/ Supervisor. The purpose of the Portfolio is twofold. First, we want to gain enough information to successfully match the Mentor with a Mentee that can benefit from his/her expertise. We want this to be a productive experience for both the Mentor and the Mentee and obtaining background data and other miscellaneous information assists in achieving that goal.

The second reason for the Portfolio is to obtain a commitment from the Mentor's Manager/Supervisor regarding the time and effort that will be spent on this Process. Gaining this commitment up front further ensures success of the Process for everyone involved.

The Skill/Competency Assessment’s purpose is to generate data that enables the Process Coordinator/Counselor to successfully match Mentors with Mentees that can benefit from their expertise. Specific Assessment Questions have been designed to assist in this step and the Assessment can be executed as a Self-Assessment, a Joint-Assessment or a 360° Assessment.

It is very important that the Mentee understand that he/she has a responsibility in the Mentoring Process. Even though he/she will be working with and be guided by a Mentor, it is imperative that the Mentee understands that he/she is also responsible for the outcome of the developmental process. This profile describes the tasks necessary to perform this role; the skills/competencies necessary to execute the tasks including the specific proficiency level of each skill/competency; the Qualities or Attributes required for the role; and the Work Orientation Factors (WOFs) that will be encountered.

This component is the same as that for the Mentor. This component contains a document designed to obtain information about the Mentee. There is a corresponding document that is completed by the Mentee’s Manager/ Supervisor. The purpose is to gain enough information to determine specific development needs or requests and to obtain background data and other miscellaneous information that assists in ensuring a good match with an appropriate Mentor.

The Mentee completes a Skill/Competency Assessment to determine those areas in which the Mentee needs development. This will further ensure that the matching and pairing will be successful. Matching a Mentee with a Mentor at the next logical proficiency level of a given skill/competency or knowledge area is much more effective than matching a Mentee with a Mentor that is too far above the Mentee’s proficiency level for an effective developmental relationship to take place. Specific Assessment Questions have been designed to assist in this step and the Assessment can be executed as a Self-Assessment, a Joint-Assessment or a 360° Assessment.

After the Mentor and Mentee training workshops have been completed, the Quick Guides provide a rapid reference and reminder for the Mentor and/or the Mentee. It contains tips on meeting with your respective Mentor or Mentee, how to handle specific situations, how to be a good Mentor or Mentee and answers to Frequently Asked Questions...

Provides a rapid reference of all information provided within the mentoring initiative. It provides valuable additional information to assist the Process Coordinator/Counselor answer any questions that may arise from potential as well as participating Process individuals, regarding how mentoring addresses specific needs, how it can assist individuals in their jobs/careers, tips for implementing the process, answers to frequently asked questions, etc.

This component contains the facilitator's script, worksheets, overheads, CD-ROM and other required material that will be necessary to execute a one hour Information Session. It is important that individuals who wish to participate (whether as a Mentor or as a Mentee) and the respective managers or supervisors understand the commitment that the organization is making to this Process. It is also important that prospective Mentors and Mentees understand what will be expected of them should they participate in this Process.

This is for the individual or group of individuals that will be responsible for selecting and matching the Mentors and Mentees. It discusses the selection criteria and responds to the possible questions and situations that might be encountered. There is also a worksheet matrix to aid in the decisions being made. This component can also be tailored to the organization’s needs to include any internal human resource tools that can be adapted for use to the Process – i.e., a CenterMark, Working Styles, MatchPoint, ValueBase, and/or other assessments).

This component contains the facilitator's script, worksheets, overheads, CD-ROM and other required materials that will be necessary to execute a half-day or a full day Mentor Training program. The goal of the Mentor Training is to prepare the Mentors for the role that they will play in this Process. It is important that when they leave this program they feel that all of their questions and concerns have been addressed and answered and they feel confident in carrying out the role of Mentor.

This program is very similar to the training program for the Mentor, but the focus is on the Mentees and their questions, concerns, roles, and responsibilities. This component contains the facilitator's script, worksheets, overheads, and other required materials that will be necessary to execute a half-day or a full day Mentee Training program.

Managers and Supervisors play a key role in ensuring the success (or failure) of the mentoring relationship. The purpose of this program is to ensure that they understand their role and also to identify what they consider to be the advantages of this process to them and the individual that reports to them. This component contains the facilitator's script, worksheets, overheads, and other required materials that will be necessary to execute a half-day Manager/Supervisor Training program.

In ensuring a Manager’s or Supervisor’s support and cooperation, it is also important to determine if there are any issues or concerns that the Manager or Supervisor has about the Process, the relationship or the concept of mentoring overall. This program is designed to address those issues and should be implemented before the Mentor-Mentee pair begin their relationship.

This component, tailored specifically for the Process Coordinator/ Counselor, includes information regarding his/her role in the Mentoring Process with a focus on specific organizational examples of specific problems that may arise during the Process and how to handle them.

This profile describe the tasks necessary to perform the role; the skills/competencies necessary to execute the tasks including the specific proficiency level of each skill/competency; the Qualities or Attributes required for the role; and the Work Orientation Factors (WOFs) that will be encountered.

This component contains an outline of the tracking and evaluation elements and steps designed to track as well as guide the Mentoring Process. It guides the organization through a series of decisions that need to be made regarding how to monitor and report the progress of this Process. The decision to use all or portions of this system must be defined by the organization.

Special Guides have been created for Mentors, Mentees and the Process Coordinator/Counselor as a reference tool after each has completed their training. For the Mentor and Mentee, these Guides provide a quick review and reinforcement of important elements within the training programs as well as including additional information to assist the Mentor or Mentee as he/she moves forward in the mentoring relationship; important elements to refer back to throughout the Mentor-Mentee relationship. Topics included:

For the Process Coordinator/Counselor, this Guide provides a quick review and reinforcement of important elements introduced in the Information Program and the Mentor and Mentee Training Programs as well as additional information to ensure success of the mentoring initiative; important elements to refer back to throughout the process roll-out and ongoing implementation... A listing of all “Process Documents” additional reinforcement information regarding the “Mentoring Learning Plan”, “If this is your life….” scenarios, and “Frequently Asked Questions”

Facilitation of a one-day workshop for a maximum of twelve “stakeholders” in the mentoring initiative, or a CD-ROM/ WEB-Based format with a follow-up half-day facilitated workshop for a maximum of twelve “stakeholders” in the mentoring initiative.

Implementation of the complete Hi-Impact Mentoring^® process consisting of the Master Process Handbook and CD-ROM, and if appropriate, an intranet/internet interface which incorporates all materials to install the Process.

Five consulting days are provided for training, modification of materials, accommodation of special delivery methods or any other specific need of the client.

The Nonexclusive Copyright License Agreement will designate a specific business unit or geographic area for use of the Process. Additional Licenses may be acquired at a reduced cost or a corporate License may be acquired.