Use your L&D expertise to develop a team mentoring program.
A high-functioning team mentoring program can lead to better project outcomes, improved teamwork, employee retention, and emerging leader development, writes Chris Danek in "Promote High Performance With Team Mentoring." But make no mistake—designing an effective program requires L&D expertise in design and as a change agent.
A program necessitates commitment from senior leaders and adequate resources. Also, if your organization recently has gone through extensive change, now may not be the appropriate time to set a new program in motion. However, if the time is right:
- Consider which teams would be appropriate to pilot a team mentoring program. They may be project teams with a one-time output or a functional group such as the customer service team.
- Review how many resources are at your disposal, including money and time. Where will you get the biggest bang for your buck? What is the company strategy, which provides insights on where resources should be prioritized?
- Evaluate the current landscape. What formal and informal mentoring or other support systems are in place, and how successful are they?
- Determine objectives for the team mentoring program. For example, is your goal to improve the team's project outcomes or improve diversity, equity, and inclusion?
- Identify team mentors. Potential mentors need to be a good fit based on their competence and willingness and ability to commit time and energy to their team.
These tips were adapted from the January 2022 issue of TD at Work. Learn more at td.org/TDatWork.