"Remember how much this has benefited my life, and how you were a part of this prcess. I was and am committed to this program, and have been so grateful to be a part of it." -Participant Mentoring Program Design and Implementation * What is mentoring? * Why a formal program? * How do mentoring programs help? * What are keys to program success? * What training do participants need? * What are the first steps to a mentoring program? * Mentoring clients * Where can I learn more? An alternative to formal programs Audio Clips Program Benefits (90 secs.) AIFF Format Please note that this file may take some time to download. For help listening to the audio, please click here. About my work Mary Dingee Fillmore, Director Clients Projects	How Mentoring Programs Help The organization benefits from: institutional knowledge and skills being passed to mentees directly and specifically, so they understand the culture and can work successfully in it communication among people at different levels and locations, in varied organizational units and professions, and across cultural barriers a diverse pool of qualified candidates for jobs where internal candidates are scarce, or where some are under-represented improved morale resulting from a different view of the organization's commitment to developing people motivated and productive employees who are working toward goals, not just from day to day, and mentors with stronger interactive skills. Mentors benefit from: satisfaction in helping someone else define and attain goals, identify new options, plan strategies and solve problems skills in interpersonal communications; motivation; and coaching and counseling, which they need to become better supervisors and managers, or to qualify for those positions perspective about the views and situation of a level or group of employees they often must supervise, but with whom they rarely talk frankly reflection on how far they themselves have come, and consideration of their own goals and performance. Mentees benefit from: connection with a caring person to monitor and encourage them to set and reach for goals goals defined and clarified so that they are both realistic and challenging, or action steps toward a goal they already identified perspective of supervisors, managers, or other mentors in the organization, on organizational politics and culture feedback about self presentation (or other issues) that supervisors often don't give objective and credible information about how the system works and how to work the system.
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