Mentoring for Graduates - Fulfilling The Promise

Mentoring is high on the list of what graduates are looking for from employers. Organisations know it is attractive to graduates and frequently mention mentoring on websites, at interviews, in offers and during on-boarding. So expectations are high. The question is: is the promise fulfilled?

Recently, I asked graduate coordinators about mentoring in their organisations. Here’s a sample of their responses:

“We say we have a mentoring program but in reality we don’t.”

“Basically, we introduce grads to a mentor and leave it up to them.”

“We offer mentoring but it’s very informal and we don’t know how much actually happens.”

Organisations invest significant resources in recruiting graduates. They compete to get the best and make a commitment to graduate development. It is important to deliver on promises. So how do you ensure graduates get the mentoring they expect?

Basically, you need to:

1. Induct first – mentor next
2. Ask don’t tell
3. Plan and deliver

Induction

Graduates are usually more interested in bonding with their cohort in beginning. They may also benefit from a buddy, rather than a mentor, to welcome them and show them the ropes. Definitely sow the seeds of anticipation by having some previous graduates tell how much they gained from mentoring and outline how your mentoring program works. The goal during the first weeks is to build interest and excitement about the opportunities presented by mentoring.

Ask, Don’t Tell

Once they’ve been on board for a few weeks you can start to prepare them to get the most from mentoring. Graduates will want some input in choosing a mentor but you’ll need to educate them in what to look for. They need to understand the role of a mentor and their role as a mentoree. You want them to have realistic expectations of mentoring. Workshops that provide information but also ask them about their goals and aspirations and get them thinking and talking about what they need to do to achieve them, pave the way to successful mentoring.
Establish a pool of mentors – make sure you’ve selected them well, equipped them with the understanding and skills they’ll need and that they are ready and willing. Set up ways that the graduates can interact with potential mentors and then allow them to register their preferences so that you can finalise the matches.

Plan and Deliver

Planning should start before graduates join you. You need to have firmly in place the structure and support program that will ensure mentoring doesn’t fizzle out. Plan regular communication and activities to keep people informed and engaged in mentoring. You’ll need to have ways to keep mentoring a priority in the minds of everyone involved. Prepare a blueprint describing everything needed before you begin so that you can ensure your mentoring strategy has an adequate budget and resources.
When mentoring is properly planned and implemented, graduates value the experience and so do mentors. Both are developed and, as their skills and capabilities grow, so does the capacity of the organization. That’s how mentoring works.

Mentoring Works provides:

• Consulting to help you plan and implement your mentoring strategy;
• Workshops to enable participants to initiate successful mentoring relationships;
• Resources - books, e-learning, Mentoring Tips, webinars and more.

Don’t wait! Book an appointment for the new year now, so that we can discuss what it will take to make sure mentoring works for you. Email today or phone 02 4342 2610. Your first consultation is free.