Starting a mentoring program at work can be an excellent way to provide employees with the support and guidance they need to achieve their career goals. Whether you’re a manager or an employee, a mentoring program can help improve performance, job satisfaction, and engagement. In this blog post, we’ll explore the four key components of the Career Clarity System – Passion, Planning, People, and Performance – and how they relate to starting a mentoring program. Additionally, we’ll explore the different types of mentoring programs and how assessments like the Predictive Index can be a valuable tool for finding the right mentor for each mentee.

1.  Passion: Identify Goals and Interests

Before starting a mentoring program, it’s essential to identify the goals and interests of your employees. A mentoring program is most effective when it’s tailored to the specific needs and desires of your employees. Use tools like interest inventories and personality assessments to help employees clarify their goals and interests. This information can help match mentees with mentors with similar interests and provide guidance and support in areas where the mentee needs it the most.

2.  Planning: Define the Mentoring Process

Once you have identified the goals and interests of your employees, it’s time to define the mentoring processes. There are several types of mentoring methods, including overall career mentors, mentoring moments, group mentors, and skills mentors. General career mentors guide and support mentees as they navigate their overall career trajectory. Mentoring moments are quick, informal interactions that occur on an as-needed basis. Group mentors provide guidance and support to a group of mentees. Finally, skills mentors guide and support mentees in a specific area of expertise. Consider which type of process will best serve the needs of your employees and set them up accordingly.

3.  People: Match Mentors and Mentees

Once you have defined the mentoring processes, it’s time to match mentors and mentees. Consider the goals and interests of both parties when making matches. Mentors and mentees should be well-matched in terms of their interests and personalities, but they should also have complementary skill sets. Tools like assessments, such as Predictive Index, can help identify these characteristics and make effective matches.

  4.  Performance: Monitor and Evaluate Progress

The final step in starting a mentoring program is to monitor and evaluate progress. Set goals and benchmarks for the program and regularly check in to see if those goals are being met. Encourage mentees to provide feedback on their mentoring experience and use that feedback to improve the program. Celebrate the successes of both mentors and mentees and recognize the mentoring program’s impact on the organization’s overall performance.

In conclusion, starting a mentoring program at work can be an excellent way to support the growth and development of your employees. Following the Career Clarity System of Passion, Planning, People, and Performance, you can create a mentoring program tailored to your employees’ needs and desires. In addition, assessments, like Predictive Index, can be a valuable tool for matching mentors and mentees and learning more about each other. Finally, with a well-defined mentoring program and process and a commitment to monitoring and evaluating progress, you can help your employees achieve their career goals and improve their overall job satisfaction and engagement.

Until the next time, here’s wishing you the Clarity you deserve!

P.S. If you’d like to bring great mentoring programming to your organization, check out my keynote, The Secret to Exceptional Mentorship: How to Master the Mindset that Connects People, Passion, and Peak Performance, at