Well summer is over for another year, and it is the beginning of a new academic year. I always associate September with a new beginning, a time to sharpen those pencils (metaphorically speaking) and start afresh. It is a time for learning, developing new skills, trying new things and switching gear from the frivolities of July and August, to the seriousness of autumn.

So for September's Soul Food, I thought it would be fitting to share our thoughts on mentoring, in particular, some key points to consider if you are setting up a mentoring programme….. so read on and enjoy!

Coaching and mentoring have become the buzz words for development over the last 5 years. But both coaching and mentoring have been around since the time of Ulysses in an informal way. In fact the word Mentor is Greek, and it is said that Achilles wanted a wise person to guide him during his battles and this wise person was called Mentor. In more recent times a mentor was used with apprentices, to show them the ropes and pass down their knowledge and trade.

Today, mentoring is used in organisations to develop talent, to pass on organisational savviness, hand down knowledge and provide insights on parts of the organisation that may be otherwise in accessible.

A formal mentoring programme, that is recognised across your organisation, will provide you with another development tool in your kit box. Mentors can be external or internal, or a combination of both.

To really make a difference, running an internal mentoring programme gives you so many benefits:

• It is very cost effective
• Internal knowledge is passed down
• It provides a development opportunity for both the mentor and mentee
• It is easily managed and measured
• It will increase cross functional awareness
• Is a good retention tool
• Can be a carrot to attract new talent into your organisation

Get internal buy in from your executive team - describe the benefits to them and the organisation.

Ensure you have a good base of possible mentors - seek them out, personally invite them.

Decide how inclusive you want the programme to be - Top talent, certain grades or open to all.

Internally position the programme - by email, posters, personal invitations, make it part of the individual development plan process.

Run workshops for both mentors and mentees - cover the basics of mentoring skills, tools, goal setting, process and procedures.

Provide a comprehensive guide to mentoring outlining the process of selection, matching, duration, confidentiality etc.

Set up a database with your mentees/mentors - review it and keep it up to date.

Provide ongoing support to both and regularly check in with them.

Measure the impact of the programme by questionnaire and personal intervention.

Review, refine and keep going!