Designing workplace mentoring programs : an evidence-based by Tammy D Allen; Lisa M Finkelstein; Mark L Poteet

By Tammy D Allen; Lisa M Finkelstein; Mark L Poteet

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Given the importance of motivation to learn for an individual to benefit from the experience as a protégé, these are factors that companies could review in determining who will be protégés in formal mentoring programs. Other research has asked mentors what makes for an attractive protégé. These characteristics may also be worth considering when evaluating individuals for their suitability as a protégé. As we discuss in the next section, screening protégés for factors that mentors consider attractive may positively impact mentor recruitment.

26 An empathetic mentor demonstrates acceptance of the protégé and enjoys helping others. 27 Individuals with a proactive personality look for better ways to do things, actively champion ideas, and demonstrate persistence when faced with opposition from others. Lessons Learned • Make sure the protégés who participate in the program are willing to shoulder much of the responsibility for making the relationship work. • Make sure the mentors are willing and have the time needed to devote to the relationship.

Case Study Summary Many companies stated that embedding formal mentoring within other existing programs was an important factor to program success. For example, one company noted that including the formal mentoring process within a broader framework of existing Continued 20 Planning and Providing Infrastructure leadership development activities was a way to help people see its relevance and contribution to their growth and success. ” Another company noted that linking mentor participation to the performance management program is effective in ensuring participation.

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