How do you create and sustain a network of mentors and coaches for your emerging and existing leaders?

Create a diverse mentorship program by matching emerging leaders with experienced mentors. Foster continuous engagement through regular check-ins, feedback sessions, and opportunities for mutual learning. Encourage a supportive culture that values mentorship and invests in leadership development.

As a seasoned corporate trainer, here's my take on building a mentor network: 1. Identify potential: Look for experienced leaders who align with your company's values. 2. Formalize the process: Create a structured program with clear goals and expectations. 3. Foster connections: Use tech tools to facilitate regular check-ins and track progress. 4. Measure impact: Regularly assess the program's effectiveness through feedback and performance metrics. Remember, a strong mentor network is like a garden – it needs constant nurturing to thrive. Invest time, and you'll see your leaders grow!

As a woman of color, here are two reasons why I believe mentors are vital: Overcoming Barriers: Women of color often face unique barriers, such as systemic racism and gender discrimination, that can hinder our progress. Mentors teach us how to navigate these challenges and develop strategies to overcome them. Career Advancement: Mentors can offer valuable career advice, provide feedback on our job performance, and introduce us to new opportunities and industries. This can be particularly beneficial for those of us who are underrepresented in certain fields. Mentors are an invaluable asset for women of color, helping us develop the skills, knowledge, and connections needed to achieve our goals and thrive.

The starting place for any type of coaching or mentoring relationship begins with the commitment of both parties. Once that's established then mutually agreed upon goals, visions, commitment, and dedication to the process begins. A relationship with the client for either mentor or coach can be long or short. It all comes back to the commitment. If both are invested, the process will be rewarding and fruitful!

I believe a key part in identifying need and objectives is also to gather input from those who will be or could be part of the program. I think the past decade we've seen too many programs being created simply to see that, oops no one is interested, have the time for it, know how it can help them, does not address what they actually need to grow as leaders etc. So, let's not do that again and bring people in the process from the beginning.

At Alkemy, we recruit mentors and coaches from both internal leaders and external experts to diversify our program. We provide comprehensive training, including guidelines and tools, to ensure they are prepared to build trust, set clear expectations, and offer valuable feedback. This blend of resources enhances the quality and commitment of our mentoring network.

An important angle to consider in the mentor/mentee relationship is that both parties should bring value to the relationship. Too often, the mentee has been advised to 'pick the brain' of the mentor without offering to bring their own perspective/creativity/ideas to the table. Many mentors have a scarcity of time but if the mentee offers experience and ideas of their own, it creates opportunity for everyone.

Work with your mentees or coachees to define specific, achievable objectives. Break down larger goals into smaller, manageable steps. This helps them stay focused and provides a clear path to success. Regularly revisit and adjust these goals as needed to ensure they remain relevant and aligned with their growth. Offer constructive feedback that is specific, actionable, and timely. Make yourself accessible for regular check-ins and be approachable when they have questions or need guidance. Consistent communication builds trust and shows that you are invested in their success. Encourage them to reach out whenever they face challenges, ensuring they feel supported throughout their journey.

In my experience, setting clear SMART goals and regularly collecting participant feedback is essential for monitoring and evaluating a program's success. Tracking metrics like retention, engagement, and performance helps identify strengths and areas for improvement. Sharing these insights ensures continuous development and celebrates achievements.