The Strengths-based
mentoring program
Journey- Strawman
Table of contents
Benefits of Mentoring
Your people are your most valuable asset. Investing in a company-wide mentoring program is a cost-effective way to increase engagement and well-being, improve productivity and embed a coaching leadership culture.
- Engagement
- Trust (psychological safety)
- Culture
- Attrition
- Working from home
- Leading/managing remotely
- Diversity / inclusion
- Talent Management
- Mental health and wellbeing
- Performance
Sources: Gallup, Gartner, HBR, ATD
Employee satisfaction and engagement have been proven to have a direct impact on a company’s productivity and bottom line.
Benefits of Mentoring
Effective mentoring unlocks the potential in people. It increases engagement, improves productivity and embeds a developing leadership culture with benefits felt throughout the organisation.
- Personal growth & development
- Strengths awareness
- Self-awareness, confidence & self-efficacy
- Career development
- Mental Health & Well-being
- Leadership & coaching skills
- Improved communication skills
- Job satisfaction
- Developer of people
- Role model opportunity
- Learns a strengths-based leadership approach
- 20% Higher retention rates for employees
- Highly engaged employees have an 81% lower rate of absenteeism.
- 89% of mentees go on to become mentors helping establish a Leader as Coach culture.
- Increased employee engagement and retention
- Improved productivity and motivation
- Creates a culture of self learning and development
- Improved internal psychological safety, mental health and well-being
- Breeding and nurturing corporate culture
Why partner with us ? – Our Approach
We are experienced industry experts and qualified coaching & mentoring practitioners second. We differentiate ourselves through our approach, our program content.
 Diagnostic | - Our engagements start with us asking and listening rather than telling. This activity underpins the program design and approach as well as determining the commercial outcomes to be measured. |
|---|---|
 Training & Matching | – We train mentors and mentees and encourage a strengths-based philosophy, seeking to embed a “Leader as Coach” mindset. We run workshops for mentors and mentees to help with goal setting, manage expectations and help them get the most from the program. We provide a comprehensive suite of tools, frameworks, and surveys to support the process. We support the matching process. |
 Partnership & Supervision | – We remain with you throughout the program to support participants and keep company goals in sight. We create internal working and steering groups. We provide a communication and engagement strategy. |
 Quality at Scale | – We partner with you to harness the program's power. We leverage the client’s infrastructure and embed our resources with you. |
 Measurement | – If you can’t measure it, you can’t manage it. We agree both individual and company goals. These are then monitored and reported upon throughout the program. |
 Data Collection and program oversight | – We aggregate valuable data to offer clients a granular sense of the organisation’s people and culture through surveys. We provide a rich reporting suite that facilitates progress monitoring and timely intervention. |
Why partner with us ? – Our Program
We use a combination of evidence based Positive Psychology frameworks with practical industry experience to create meaningful and enduring mentoring relationships.
| Setting Expectations |
|
|---|---|
 Mentor & Mentee Trainings |
|
 Matching Process |
|
 Program meetings |
|
 Support, partnership & Supervision |
|
Training , support and supervision
The success of the mentoring program is also a function of the training the mentors and mentees receive in the process, the platform and the evidence-based frameworks and tools
Mentor training | Mentee training | Support & supervision & engagement |
|---|---|---|
|
|
|
Our philosophy: The Internal & external journey
The Tools and Frameworks
Philosophy :combining our Tools for maximum impact
How we measure success
We work with clients to determine the desired outcomes of the program and the approach to measurement and the sources of data available.
 Pre-existing company reports and measuring mechanisms | Organisations typically gather critical data points through staff engagement studies and other regular human capital reports. Where possible we will pinpoint those key metrics to understand how these need to change as a result of ongoing mentoring |
|---|---|
| Engagement | We provide excellent insights into the health and level of ongoing activity across the mentoring program. This permits ongoing and immediate visibility into how the program is progressing. We run a thought-leadership engagement strategy based on collated insights. |
 Surveys | We provide ongoing surveys model that allows us to target specific populations within each program to gather periodic feedback on key areas of focus. We can target all participants or a selected cross section depending on need. |
 360 Degree reviews | We seek feedback from both program participants and other stakeholders. This provides insights on the impact that the mentoring on both the performance, and perception of, individuals in the program. |
Why does Mentoring often fail?
We understand why many programs fail and have designed our program to address these in partnership with our clients
 Lack of senior support & sponsorship | We work with the client to build participation at various stages throughout the program. We encourage sponsor participation and visible leadership. |
|---|---|
| Inadequate training and preparation of Mentors and Mentees | We provide training via workshops and supporting materials for Mentors and Mentees. We provide a suite of tools, frameworks, and surveys, ensuring they get the most from the program. We check in on mentors and mentees and run an engagement strategy for the program |
 Lack of program objectives and structure | We provide a clear structure from start to finish and emphasise both client and Mentee objectives. We work with internal stakeholders ( working and steering groups) |
| Unclear benchmarks for success. | We work with the client to create clear program goals ( following an upfront diagnostic) and a process to measure them. |
| Incorrect Matching. | We provide a clear framework to enable successful matching, including profile forms. |
 Programs ‘fizzle out’. | Our programs are designed to be embedded in the organisation's culture. They are easy to use, monitor, and adjust, remaining flexible and resilient to the client's evolving needs. Our structured approach, combined with our engagement strategy, enables successful completion. |
 Lack of supporting materials. | We provide individuals with supporting materials (Tools, Frameworks and surveys). We upload to clients’ HR portal. We provide assess via 3Qetc website. |
 Lack of supervision and Governance | We provide a supervisory framework for participants. We establish internal working groups for execution, and steering groups for governance |
Appendix
Detailed program overview
Flow chart
Partnership
Potential Outcomes
Detailed program overview (1/4)
Participants: 30 mentors 70 Mentees (example) | Client time | Client staff |
|---|---|---|
Client Diagnostic What are the Program goals?
| 2 hours | Representatives from: both : Client + management/ sponsor and 3Qetc |
Launch
| I hour | All interested staff + sponsor and management + HR |
Workshops
| Mentors Mentees | |
Strengths profiling
| 3/4 hour mentor debrief/coach session .p/p | Mentors Mentees |
Detailed program overview (2/4)
Participants: 30 mentors 70 Mentees (example) | Client time | Client staff |
|---|---|---|
Matching/ chemistry meetings
| 2 hours 1 hour | Mentors Mentees People leaders |
Program 1-12 meetings (12m)
| Internal | Mentors Mentees |
Supervision & IT Support
| 20 hours | Program Administrator +HR |
Quarterly check in on program
| 1-2 hours per QTR | HR Sponsor Mentors TBA optional |
Detailed program overview (3/4)
EAP (employment assistant program co-ordination)
| TBA | TBA |
Training Constructs/Tools
| Mentors Mentees |
Detailed program overview (4/4)
Participants: 30 mentors 70 Mentees | Client time | Client staff |
|---|---|---|
Training constructs -9 Frameworks
| Training workshops | Mentors Mentees |
Surveys & data reporting- measurement
|
| Mentors Mentees |
Monthly check in on program
| 1 hour | HR Sponsor Mentors TBA optional |
Next steps
|
High level implementation plan – launch phase
Week 1
Contract finalised
Week 2
Nominations and Expressions of interest launched
Week 3
Mentee & Mentor populations agreed,
Profiles distributed
Week 4
Profiles & strength survey completed & signed confidentiality clause
Week 4
Matching completed
Week 5
Strengths debriefs completed for mentors
Week 6
Working & Leading from home / Wellbeing Surveys completed.
Week 7
Launch Event
Week 8
Training started
Mentor workshops
Mentee workshops
WG*/SG**
WG
WG/SG
WG
WG
WG/SG
Date feedback on strengths analysis and surveys to sponsor and SG
Week 9
Training completed
Mentor workshops
Mentee workshops
Week 10
Meeting 1
Week 11
Week 14
Meeting 2
WG
WG
WG/SG
*WG – Working Group Meeting
**SG – Steering Group Meeting
High level implementation plan - the next 9 months
Program Pulse survey / feedback group sessions with mentors and mentee
Mid Program sponsor briefing
Progress report and feedback
Sponsor Debrief
Goal attainment, evaluation and learning. Next steps
MEETING 3
MEETING 4
MEETING 5
MEETING 6
MEETING 7
MEETING 8
MEETING 9
MEETING 10
MEETING 11
Reflection & Planning & future development
WG*
WG
WG/SG
WG
WG/SG
WG
WG/SG
WG/SG
End Program Pulse survey: Mentors & Mentees
- Quarterly Thought leadership
- Supervisory framework program
- Engagement strategy
- We have surveys –”we listen - we action” (work with internal comms)
- Respond to Pulse survey Results with Actions (below examples from experience with previous clients)
- Potential Extra development workshops (fixed-growth mindset / Goal setting)
- Shared –experiences / more shared learnings / brown bag lunches with mentees
- Include line managers in education ( whose staff are in program) KEY- “mentoring unplugged” sessions
- SG touch points with participants “check-ins”
- Celebrate successes and share (potential internal QTR bulletin)
- Thought leadership/ ted talks /videos /articles
- Team Event ( mentors & mentees) networking event- ( example: Cooking school Fish market)
- Continuous reference to resource library – and tools and frameworks.
A partnership for 12 months
- Establish an internal Working group (WG) and a Steering group (SG)
- Diagnostic “What are we solving for”
- Co-creation of a program
- Establish program goals, currently we understand below : (needs to confirmed with SG and sponsor)
- Engagement
- Attrition
- Developing coaching leaders
- Well-being
- Share potential communication strategy for internal coms and compliance (we have a suite of docs)
- Create a comprehensive engagement strategy for the life of the program through WG/SG + 3Qetc* ( we partner execution)
- We support the matching process (providing all mentor/mentee profile forms)
- We provide scheduling and support counsel to WG
- We provide all training in workshops
- We provide manuals for mentors & mentees (ex, printing)
- We provide individual tools and frameworks documents to be uploaded onto the client’s intranet resource site
- We provide a supervisory framework through Email for the supervision
- We provide data insights on all surveys, profiling, and strength debriefs.
- We adhere to the ethical and compliance standards as set out by the International Coaching Federation (ICF)
- We have all the required industry-standard indemnity and liability insurance cover
* ENGAGEMENT IS KEY FOR SUCCESS – ( ‘WE CAN’T SET AND FORGET’)
Outcomes a potential pilot 100 participants (1/2)
We expect for 100 Participants ( 30mentors; 70mentees)- Achieving organisational mentoring goals.
200 hours
of formal training through workshops of evidence-based positive psychology coaching theories, tools and frameworks
700 hours
of mentees “learning from internal sessions.”
300 hours
of mentors developing coaching leadership mentoring skills
With each mentee having three goals at a time and up to 10 goals over the program- approx. up to
700 development goals
were achieved in the program
Outcomes a potential pilot 100 participants (2/2)
All participants experience wider perspectives.
Mentees learn to understand their own development – “ the self Audit” and ownership.
Mentors learn new leadership frameworks and tools - “creating coaching leaders.”
Our program is aligned with the 70:20:10 philosophy of development
We expect to contribute to a healthy feedback and development culture
Our continuous feedback loop listens to your organisation and suggests new initiatives through data and feedback.
We facilitate an internal “networking culture of stakeholders, colleagues and friends.