SLG2 Consulting can create a formalized mentoring program for your workforce. Formalized mentoring programs, specifically for women, provide multiple benefits for the mentor, the mentee, and the industry served.
SLG2 Consulting provides a written program guide with mentoring agreements and worksheets. Additionally, we can give presentations on mentorship and work with your program manager to implement, maintain and measure the program.
The goal of the mentorship program will be to increase the number of women in key and senior roles and to effect a cultural change in predominantly male industries, and ultimately increase the acceptance and participation in that industry by women.
Below are some specific reasons why mentoring relationships are beneficial to the industry:
- Women participants in predominately male activities and interests is growing across multiple industries.
- Women are increasingly being employed in key and senior positions in those industries.
- Mentorship programs foster of a culture of success, when they are formally organized.
- Studies show that men benefit more from mentorship programs. Often through the efforts of “sponsors” – special mentors who go beyond providing the traditional feedback and advice-giving to the mentee- who use his or her influence to actively advocate for the mentee.[1]
- Pervasive preconceptions and a lack of support from mentors are holding women back.[2]
Formal Mentoring
In a formal mentoring relationship, mentors and mentees are matched, taking into account certain characteristics and common goals. The relationship is then monitored and guided by specific roles, responsibilities and schedules. The success of a mentor relationship is based on the understanding of the expectations agreed upon by each member at the kick-off meeting and the follow through of both parties. The resources provided here are meant to serve as a guide for establishing the groundwork of the relationship and can be tailored to meet your individual needs.
[1]Ibarra, Herminia. “Why Men Still Get More Promotions Than Women.” Harvard Business Review. Harvard Business Review, 31 July 2014. Web. 30 Sept. 2016.
[2]The Rockefeller Foundation, www.rockefellerfoundation.organd Global Strategy Group, www.globalstrategygroup.com