Prepare Engage Progress
Enterprise-led Mentorship Programme
Are you aware of what is holding your business back from getting to the next level?
Do you know you and your team’s blind spots?
Have you the skillset and know-how in your team to take on areas of opportunity?
How can you move your weaknesses into strengths?
The P.E.P. Mentorship Programme is focused on working with companies to accelerate the personal and professional development of their management and employees so as to identify their blind spots, grab onto opportunities and move positively to the next level.
This is achieved by providing mentees with guidance, advice and feedback from mentors with more experience than themselves. We are very lucky in County Wexford Chamber Skillnet to have access to a high quality pool of experts in key areas such as leadership, people management, team development, business planning and strategy development, customer experience management, resilience and wellbeing, digital marketing, sales skills and many more. We have found from speaking to members while developing P.E.P. that the main reasons for company’s to implement a mentorship programme are as follows:
- Develop emerging leaders: helping high performing employees develop their leadership abilities.
- Improve employee performance: increasing engagement among employees and developing high a potential workforce.
- Promote diversity: mentorship programs encourage and empower employees from minority groups who may not currently be reaching the next level of career development.
- Career development: assisting employees in meeting their career goals by honing new capabilities and skills.
- Remote work: allow people to build their career and network in a remote work environment.
- Improving culture: building productive relationships among co-workers can lead to a healthier workplace culture.
- Employee retention: employees who perceive that the company cares about developing their career path and their future are more likely to stay with the company longer. Research done by Deloitte identified that younger employees who are given a mentoring opportunity are more likely to stay with that employer for longer.
- Reputation building: organisations who show a commitment to their employees’ development will gain a reputation as a desirable place to work.
- Planning for leadership succession: preparing for the next stage in the company’s life cycle.
- Improve a skills gap: turn employees weaknesses into strengths through mentoring and upskilling.
Why get involved in the P.E.P. Mentorship Programme?
For an organisation that starts a mentoring program, it’s a cost-effective and efficient way to boost employee engagement, strengthen company culture, and increase retention of high potential employees. In short, companies that implement formal mentoring programs help employees become more effective in their roles and strengthens their connections with others in the workplace. This in turn positively impacts the overall performance, productivity and image of the company and brings the company close to achieving their strategic goal.
- The P.E.P. Mentorship Programme is completed in 3-month blocks (a minimum of 4 contact days and can be extended) and can be started at anytime.
- The programme is tailored and designed for you and your team’s needs, schedule and budget.
- The minimum number for the programme is 3 and maximum is 5 and the programme allows for team and individual development.
- It is our aim to provide you with a minimum of 2 proposals from different mentors based on your required objectives an you will have control to select the proposal that best fits your needs.
- You will be required to complete a brief questionnaire at the beginning and end of the mentorship programme which will help identify progress.
- Following the introductory session with the mentor, the Network Manager will make contact to ensure you are happy that the mentor is the right fit for your requirements.
- The success of the programme is hugely dependent on the buy-in from all involved which includes senior management.
|Prepare for change, development and further growth.
This stage is all about identifying:
This is the stage where it is crucial to get ‘Buy in’ from all involved in the mentorship process, including senior management.
|This is the stage where the Mentor:
|7. The Mentor completes a thorough audit on the current activities of the organisation to develop a complete understanding of the strengths, weaknesses, opportunities and threats which are directly/indirectly impacting the performance of the mentees. The audit may include some or all of the following: surveying mentees and management; evaluation of systems an procedures; observation; interviewing customers and suppliers.
8. Results of Audit is presented to Management and recommendations for moving forward with mentee engagement and development is confirmed by both parties. Schedule is developed and communicated with all concerned.
9. The Mentor Mentee engagement process begins with each session being focused on a specific area with outcomes established. Mentees will be required to complete prep and follow up work before and after each session. It is important the management also engage in the process and monitor and review the activities being completed as part of the programme.
10. The Network Manager will frequently engage with both company and trainer to ensure the confirmed agreement from stage 4 is being followed and met.
11. Mentor will continually link in with Manager to review engagement and progress throughout the programme.
|The final stage is where the mentee is now equipped with the tools and knowledge to progress their role within the organisation.
This is the stage to:
The success of the Progress stage involves commitment and drive from both management and the mentees.
|12. Both the mentee and manager are asked to evaluate the P.E.P Membership Programme and the Mentor submits a final report to the management team.
13. The Mentor ensures that Company has access to all resources needed to progress following programme.
14. The Network Manager requests Manager to complete the post-mentorship Audit and present findings from both pre and post audit to Manager. This step will identify the progress already made since the start of the programme.
15. Company implements learnings and new skills and ensure they align with overall company objectives.
16. Approximately 4 weeks after completion of Programme, the Network Manager will link with Manager to review progress and next steps if needed.
How can you get started?
The first step is to contact the Network Manager, Therese O Connor who will send you out the P.E.P. Mentorship needs analysis form and answer any questions you may have.