Mentorship: a key to remaining relevant after 50? (Part 11 of 17)

Creating a formal mentoring program: If you are the employee

If you are an employee:

  1. Write down a short summary for yourself, so you can focus your thoughts:
    1. What specific experience will you add
    2. What areas should you mentor in
    3. What makes you an ideal mentor
    4. Keep it short, imagine you are presenting to the CEO… which you will
  2. Write down a one or two page plan that the CEO can execute, meaning, concrete steps.
    1. Who will be eligible
    2. Roll-out period to try it out
    3. How will mentees be selected
    4. How will mentors be rewarded (e.g., some time off? Recognition? Some resources to buy subscriptions?) and, whatever you do, don’t do this about money. Remember, as a 55+ employee, you want to add value to the organization in order to remain relevant and working at what you love.
    5. Will there be a formal meeting place available once or twice per week? If there are several mentees, how will you schedule this and how much time will you employ?
    6. Formal evaluations by both, mentor and mentee
    7. Formal recognition at the end of the period or regularly
  3. Identify a handful of younger employees that you think will make great mentees and write a short paragraph about each to use when you approach them
  4. Once you have a complete package, present it to the CEO
  5. Get it going

Your Gray Matters welcomes the opportunity to create a custom mentorship program for your organization or for you to implement in your organization. Write us at msalup@yourgraymatters.org or grab some time at www.calendly.com/performist-us/60 - Thanks

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