Subscribe by Email

Your email:

Add to Technorati Favorites

Business Mentoring Matters

Current Articles | RSS Feed RSS Feed

Mentoring Program Success Story: Manufacturing Industry

Posted on Tue, Apr 14, 2015

pilot mentoring quote resized 600In order to quantify the purpose of an employee mentoring program, many businesses come to us and ask for solid evidence that mentoring programs actually work. We recently put together a number of case studies outlining mentoring program successes. The following is a short and sweet version of a case study we conducted with our client, Bobrick Washroom Equipment

The Challenge

Bobrick wanted to take its employee development to the next level by investing in emerging leaders who showed potential for long-term growth, engaging with them in meaningful ways, and focusing on their specific development needs. In addition, the company wanted to tap into existing leaders and find a way to help them share their wisdom with others within the organization. 

The Solution

Rene Petrin with his approach and mentoring philosophy aligned with Bobricks' vision for their mentoring program. Management Mentors' many resources (such as free white papers) available on the company’s website, and of course, MentoringComplete, the signature software from Management Mentors helped to seal the deal.

The Results

The program lasted nine months and had seven pairs. Mentorees were hesitant about the mentors they were matched with at first, but they quickly discovered the benefits to the carefully made matches. “Many of the mentors and mentorees had different perspectives on what the program would be like, and they found that the specific structure and goals of the program helped them discover what a true mentoring relationship should look like.”

To read even more details about this mentoring success story, go to our case study page and click on the Bobrick case study. 

pilot mentoring program

0 Comments Click here to read comments

Best Mentoring Blog Posts: 1st Quarter 2015

Posted on Fri, Apr 10, 2015

best mentoring blogSpring is in the air. I can smell it! The birds are chirping, the snow is (finally) melting. Even us hardy New Englanders are ready for the next season.

But before we move on, we'd like to share with you our top 3 best mentoring blog posts from the 1st quarter of 2015....aka the snowmageddon. These are the posts that have had the most views and the most interaction with our blog subscribers. Go ahead, check them out!



Need Better Leadership Skills? Get a Mentor!

How Your Hiring Manager Should Talk Up The Company Mentoring Program

How Mentorship Programs Have Changed Over 25 Years



corporate mentoring training

 Image Credit:

0 Comments Click here to read comments

How Business Mentoring Aids Succession Planning

Posted on Wed, Apr 08, 2015

Succession Planning resized 600Succession planning helps prepare people to step into new roles when their colleagues leave, retire, or move on to other areas of the organization. This makes for a smoother transition for everyone.

But how does mentoring fit in? Should it even figure into the equation? The answer is YES. An effective mentoring program can enrich your succession planning process.

In our recent newsletter, How Mentoring Fits in With a Succession Planning Process, we discuss in detail 6 ways that mentoring and succession planning work together. The following is a sneak peek of the article. Check out the full article here for even more detail.

  1. Mentoring promotes the transfer of knowledge
  2. Mentoring fosters leadership
  3. Mentoring can be a great way for outgoing employees to wrap up their careers. 
  4. Mentoring can provide peace of mind for other people within the organization. 
  5. Mentoring can help reduce turnover. 
  6. Mentoring continues to work long after the succession planning process is over. 

Can you think of anything to add to this list? Has your organization used mentoring as a succession planning aid?


leadership and mentoring

0 Comments Click here to read comments

Mentoring Program Success Story: Healthcare Industry

Posted on Tue, Mar 31, 2015

mentoring program successIn order to quantify the purpose of an employee mentoring program, many businesses come to us and ask for solid evidence that mentoring programs actually work. We recently put together a number of case studies outlining mentoring program successes. The following is a short and sweet version of a case study we conducted with our client, KentucyOne Health, a non-profit healthcare system.

Note: Success baby does not represent either KentuckyOne Health or Management Mentors, but COME ON! Who doesn't feel like him every once in a while? This is how we want you to feel when your mentoring program is a great success!


The Challenge

The company faced challenges that are common to newly formed organizations: finding effective ways to develop and grow its employees. 

The Solution

The purpose of the program is to support the professional development of new leaders as well as support the purpose and values of the organization.

How Mentoring Software Fits In

Mentors and mentorees are spread out across an entire state. The Mentoring Program Manager didn't personally know many of them and they didn't know each other. The ability to use the matching algorithm in MentoringComplete was extremely helpful in making effective matches.

The Results

So far, one program has been completed, and two others are underway. The overall feedback from participants has been positive and the Mentoring Program Manager is eager to see the program evolve and grow along with the organization. 


To read even more details about this mentoring success story, go to our case study page and click on the KentuckyOne Health case study. And to comment on either the case studies or Success Baby, please do so below!

Image Credit: Mike Kincaid |

corporate mentoring certification  

0 Comments Click here to read comments

SlideShare: 9 Mentoring Program Best Practices

Posted on Thu, Mar 26, 2015

mentoring program best practicesAny company that is incorporating a mentoring program should follow best practices. Whether you are designing your program or you already have a mentoring program in place, be sure to check out our SlideShare: 9 Mentoring Program Best Practices to ensure you are offering your mentoring program participants the absolute best chance at a successful mentoring relationship.

First 3 of 9 Mentoring Best Practices:

1. Identify a strategic purpose

2. Train a program manager

3. Differentiate between coaching and mentoring.

To learn more about these best practices and to get the next six, download our SlideShare Presentation: 9 Mentoring Program Best Practices. 

P.S. In it's first two weeks on SlideShare, our best practices in mentoring presentation was viewed over 4,000 times and downloaded more than 350 times!

0 Comments Click here to read comments

Mentoring Program Managers: Conduct quarterly check-in meetings

Posted on Tue, Mar 24, 2015

One of the activities we conduct when working with a Mentoring Program Manager (MPM) is to have quarterly meetings with the mentoring pairs.

 mentoring program manager

General structure for a quarterly check-in meeting between mentoring program managers and mentoring participants

Conduct a one-hour session with the mentors and a separate one-hour session with the mentorees

1. State the purpose of the meeting

o   Feedback on how the relationship is working
o   Share one objective working on
o   General feedback

2. State the ground rules of the meeting

o   It's a confidential meeting so what we say here stays here
o   If I ask a question that you are not comfortable answering, then just ask me to pass to the next person
o   At the end of the quarterly meetings, we will provide a summary of comments from both groups but will not identify anyone

3. The meeting begins

Begin the meeting by telling participants that you would like to hear from everyone and go around the room and ask for answers to the following questions:

o  Who is your partner?
o  How often are you meeting and, on average, how long do you meet for?
o  What is the one objective you can share that you're working on and how is that going?
o  How is the relationship working for you at this time?

4. Once every participant has reported in...

o  Ask follow-up questions based upon the feedback received
o  Provide suggestions on any areas needing attention

5. Ending the meeting

o  Thank everyone for their feedback
o  Remind them of the next meeting date
o  Remind them that they will get a summary as indicated earlier

The feedback you receive at such meetings allows the MPM to have a greater sense of what's working and what's not and also see if there are common themes. It also allows peers to mentor and assist each other in their respective role as either mentor or mentoree.

We hope that you will find this agenda for quarertly check-in meetings for Mentoring Program Managers useful. You may also be interested in learning more about our Mentoring Certification. Click the buttons below for more information:

mentoring program manager, mentoring program managers corporate mentoring certification

0 Comments Click here to read comments

How Your Hiring Manager Should Talk Up the Company Mentoring Program

Posted on Tue, Feb 24, 2015

company mentoring programMentoring is one of the more sought after benefits that prospective employees are seeking. Due to the overwhelming success of mentoring, prospective employees are very much aware of the value of having a mentor and are seeking companies that support that kind of career development.

Given two comparable job offers, if there is a mentoring program in place at one company, chances are that the prospective employee is likely to select that position. But how will she know about the program and how it will benefit her? All hiring managers should be promoting the company mentoring program as much as possible. Here's how:

Do more than just pass out brochures.

Speak passionately about the mentoring program in front of prospective employee during interview process.

Cite examples or provide a summary of a result of a given program.

This provides concrete evidence of how valuable a mentoring program is as an employee benefit.

Make it personal.

This is going to be a journey for this new hire. Let her know that the company is invested in its employees very concretely and this mentoring program is as much about her future as it is the company’s.

There is nothing more powerful than to tell an employee that someone within the organization will take a personal interest in her career development by being her mentor. So talk up your company mentoring program during the interview process!


Here's a free white paper that may help:

business mentoring

Image Copyright: Flickr/Minto Roy

0 Comments Click here to read comments

Management Mentors is Now an Approved GSA Vendor

Posted on Thu, Feb 19, 2015

We're happy to announce that the General Services Administration (GSA) has awarded Management Mentors a GSA contract. Now it's even easier for federal agencies to buy from us.

And with over 25 years of experience in helping organizations create and launch world-class mentoring programs, you can't do any better than us (if we do say so ourselves).

Here's what you need to know.

What is the General Services Administration?

The GSA was established in 1949 by President Truman. The goal? To streamline the federal government's administrative work. As its website states, the "GSA oversees the business of the U.S. federal government. GSA’s acquisition solutions supply federal purchasers with cost-effective high-quality products and services from commercial vendors."

Read more about the specific things the GSA does here.

What is the GSA Advantage?

As its website states, "GSA Advantage is the federal government's premier online shoppingGSA Advantage superstore giving you access to millions of commercial products and services available from GSA-negotiated contracts."

The goal is to leverage government buying power in order to get "you" the best possible price.

In this case, "you" typically refers to an organization affiliated with the federal government, although state and local governments can shop here as well.

How should I use GSA Advantage?

Use the GSA Advantage website to research GSA approved vendors, learn about special programs, and discover products that can make life easier for your organization.

What does it mean when the GSA awards a company like Management Mentors a GSA "contract"?

Essentially, our GSA contract makes it much easier to sell our flagship product, MentoringComplete, to federal government agencies AND it makes it easier for these agencies to buy from us. Why? The GSA has already done the heavy lifting and approved Management Mentors as a vendor.

Note: this approval doesn't mean an endorsement of our product; it simply means we meet the standards put forth by the GSA. That said, not every company that seeks a contract is granted one. In fact, we went through a long vetting process.

I work for a federal government agency. We're interested in e-mentoring software. What should I do next?

Start by checking out our profile on the GSA Advantage site. If you're interested, contact us and we can set up a call to discuss your agency's specific needs. From there, we can help walk you through the process of purchasing through the GSA Advantage site.

Hmm. I'm not sure I get all this. What should I do?

Don't worry—we understand! There's a lot to know, and it can be overwhelming. Let us help. Contact us or give us a call. We're happy to answer your questions.

Here's to your mentoring success!

corporate mentoring

0 Comments Click here to read comments

How Mentorship Programs Have Changed Over 25 Years

Posted on Tue, Feb 17, 2015

In reality, the dynamics of mentoring have really not changed in 25 years. The dynamics of the relationship continue to involve establishing a trusting relationship between the two partners.

mentorship programs

What has changed over the last 25 years in regards to mentorship programs is the added value of technology to assist in matching and in communicating.

  • In the area of interaction, the use of video conferencing using technologies like Skype and Facetime have made it possible for people across the world to be able to mentor each other at a minimal cost. This technology has helped to promote mentoring globalization, and the breaking down of barriers in large companies that have employees located throughout the world. 


As technologies continue to develop, they will impact mentoring, but what will remain the same are the basic dynamics of a mentoring relationship and its ability to transform participants as a result.

For more information on mentoring best practices, check this out. It's free!

mentoring best practices

Image Credit: Flickr/Niall Kennedy

0 Comments Click here to read comments

7 Quick Ways to See if Your Mentoring Program is on the Right Track

Posted on Tue, Feb 10, 2015

mentoring programDo you know if your mentoring program has the essential components to be successful? Here are 7 quick ways to see if your mentoring program is on the right track: 

1. Guidelines

Do you have clear guidelines that describe the interaction and the ground rules of the relationship? *This is normally called a program descriptor, which is also used to recruit and inform people about the program.

2. Training

Do you provide training on mentoring dynamics to both mentors and mentorees? Frequently a company will only train mentors. This is a huge mistake! Pairs need to be on the same page; therefore, both partners need to be trained in the understanding of mentoring dynamics.

3. Manager Involvement

Have you oriented the mentoring managers on their role if any in the program and the relationship between the mentor and the mentorees’ manager (hint: there shouldn’t be one). 

4. Matching

Is the matching process that you use based upon criteria that are objective? Is more than one person who participates in the matching process?

5. Support

What kind of ongoing support does a mentoring program manager provide to the pairs throughout their relationship? For example, do they check in with each person on a monthly basis? Do they conduct periodic surveys?

6. Evaluate

How do you evaluate your program? Do you conduct interviews? Surveys? A combination of both?

7. Feedback

What kind of feedback do you get from participants with recommendations on how to improve your program? Are those recommendations implemented?


These are just some of the ideas you should be considering when assessing whether your mentoring program is on the right track.

  corporate mentoring training mentoring best practices

Image credit: Flickr/James Wheeler

3 Comments Click here to read comments

All Posts | Next Page