This is part of a series. You can navigate to other posts in the series from the list called The Art of Mentoring.
The UIF has designed three types of Mentoring Programs, one for each of the Three Systems: Open System Mentoring, Collaboration System Mentoring and Closed System Mentoring. Each of these Mentoring Programs can be used with each of the Three Mentoring Models: Natural, Planned and Structured.
Structured Mentoring Model
Summary of Objectives |
| Objective | Notes |
| Structured Mentoring Model | Organizationally Focused |
| Why a Mentoring Program? | To Achieve Clearly Defined Organizational Objectives and Goals |
| Clearly Identify Program Goal and Objectives | Compare Consistency with Organizational Mission |
| Understand Organizational Program Influence | Supports Organizational Mentoring Culture and Encourages Natural Mentoring to Occur |
Structured Mentoring Model |
| Participant Focus | Mentoring Description | System |
| Organizational Objectives and Goals. Should be Consistent with Organizational Mission and Participant Objectives | Defined Goals, Specified Timeframe, Organized Relationships, Managed Activity | Managed, Structured and Coordinated Program Model |
Pre-Program Design and Planning Elements |
| Element | Notes |
| Obtain Support of Organizational Leadership | Essential and Necessary |
| Form a Mentoring Program Committee | Select Committed and Inspired Individuals |
| Select Program Coordinator(s) | From Committee Personnel |
| Clearly Identify Program Goal and Objectives | Compare Consistency With Organizational Mission and Individual's Objectives |
| Organize a Program Management Structure | Determined by Size of Program |
| Understand Organizational Program Influence | Supports Organizational Mentoring Culture and Encourages Natural Mentoring to Occur |
| Determine Program Timeframe | Based on Defined Objective |
| Consider Rewards for Successful Participants | Perhaps Organizational Recognition and/or Gift Reward for Individuals |
| Establish Criteria for Measuring Success | Determined By Individual Results and Organizational Objectives |
| Establish Evaluation Process | Survey/Questionnaire |
| Finalize program Design and Timeframe | Collaborative Effort |
| Consider testing with a Pilot Program | Based on the Complexity of the Program and its Requirements |
| Develop Program Budget and Educational Components | Consider Design, Structure, Education, Training, Implementation, Coordination, Evaluation |
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Program Implementation |
| Element | Notes |
| Communicate the Origination of the Mentoring Program and its Goals and Objectives to Organizational Personnel | Information to Communicate Purpose, Create Interest and to Recruit Participants |
| Recruit Interested Participants and ask them to Identify their Commitment and Desired Role | Use Web Survey to determine Participation as Protégé, Mentor, Both, Advisor, Observer, Other |
| Schedule and Perform Mentoring Education and Protégé Training | In Person and on-line Video |
| Schedule and Perform Mentoring Education and Mentor Training | In Person and on-line Video |
| Connect Protégés with Mentors | Participant, Survey and Coordinator Based |
| Activate Participation Using Coordinator | Activate Program Pursuant to Plan |
| Manage and Coordinate Program Pursuant to Plan | Focus on Activity and Program Objectives |
| Consider Periodic In-Person Participant Group Meetings | Support Organizational Mentoring Culture |
Ongoing Management and Support |
| Element | Notes |
| Coordinator and Mentoring Committee Review Activity | Review and re-assign Relationships if Necessary |
| Determine if Goals are in Process | Adjust Coordination to achieve Results |
Program Completion and Evaluate Program Goals and Objectives |
| Element | Notes |
| Formally End Program in Specified Timeframe | Notify All Participants in Advance |
| Determine Results | Review Organizational Objectives and Survey Participants |
Recognize and Reward Successful Participants |
| Element | Notes |
| Organize Event | Distribute Awards |