Create a detailed program outline and timeline, including key milestones, activities, and deadlines.
2. Recruiting Mentor(s) and Mentee(s) Applications
Develop mentor and mentee recruitment strategies.
Advertise program opportunities and encourage applications from interested mentors and mentees.
Prepare mentoring materials, resources, and support tools.
3. Review mentor and mentee applications
Conduct interviews or assessments to assess suitability and alignment with program goals.
Pre-match mentors and mentees based on compatibility, interests, and goals.
4. Pilot Matching and Initial Meetings
Pilots match mentors and mentees for initial meetings.
Facilitate introductory meetings to establish rapport, discuss expectations, and set goals.
5. Confirmation of Peer Matching or Changes
Review pilot matches and gather feedback from mentors and mentees.
Inform final matching result or make adjustments based on feedback and compatibility.
6. Workshop and Program Orientation
Inform program guidelines, expectations, communication protocols, and resources and SHEowner mentoring evaluation and monitoring tools.
Mentorship skill trainings for mentors
Provide Program mentorship guideline, other resources and online learnings
Mentee/mentors work on SMART goal setting, timetables, mentee/mentors profile, progress learning trackers,
7. Start Mentoring Sessions
Sign mentor-mentee agreement
Keep on SMART goal setting, meeting agenda,
Encourage regular communication, goal tracking, and progress discussions.
8. Maintain Mentorship Relationship
Uphold what has been promised
Communicate properly
Support and Guidance
Expand networking opportunities
Be responsible and show commitment
Embrace learning and growth, Inspire and encourage
9. Assessing ongoing mentorship relation pathway
Progress learning Tracker form, SWOT analysis
Schedule regular check-in meetings between the mentor and mentee
Performance Reviews
Program Team may organize Monthly evaluation meeting with mentees and mentor
Goal Setting and Review (Revisit and reassess the goals, objectives, and expectations set at the beginning of the mentorship relationship)
Provide ongoing support, feedback, and guidance to mentors and mentees as needed.
10. Strengthen capacity building for business leadership skills and entrepreneurship skills
Discuss entrepreneurship topics (financial managements, marketing, business plans, risk management)
Support networks, information, resources and connect investors or business ventures opportunity.
Collective learning among mentors and mentees organized by program team
11. Complete Formal Mentoring
Evaluate mentoring outcomes and achievements
Mentees/mentors self-assessments
Feedback Exchange
Celebrate Achievements
Closing ceremony of mentoring
Complete formal mentoring sessions, certificates, and celebrate successes.
Maintain connection and stay in touch
12. Post-Program
Inform formal mentoring relation end but maintain connection
Post-Program Surveys (Gather feedback from participants through surveys or evaluations).
Reflect on program effectiveness, lessons learned, and areas for improvement.
Consider opportunities for ongoing support, alumni engagement, and program sustainability.
Continued Learning
Program Documentation (Success Stories)
Alumnina mentee/mentor’s social media group (Facebook)
Share related business information and network opportunities
Provide other Business Leadership Training opportunity if possible.
Mentor’s Dos
Do provide guidance, support, and feedback to your mentee.
Do share your knowledge, skills, and experiences openly.
Do actively listen and pay attention to your mentee’s needs and goals.
Provide guidance based on past experiences
To facilitate opportunities for growth and development.
Help mentee identify problems and solutions
Do respect your mentee’s perspective and individuality
Create a positive relationship and climate of open communication and trust
Challenge the mentee to think critically, explore new ideas
Share stories, including mistakes
Solicit feedback from your mentee
Come prepared for each interaction
Open up your network
Counsel that failing is OK
Give examples
Motivate
Mentee’s Dos
Don’t expect the mentor to do all the work for you.
Don’t be afraid to ask for help or clarification when needed.
Don’t neglect mentor’s times, and the mentoring relationship.
Don’t forget to follow through on commitments or action items.
Don’t expect your mentor to do the work or tell you what to do
Don’t become dependent on your mentor
Don’t be over-awed by your mentor – mentors are doing this because they want to
Don’t be too passive
Don’t break trust
Don’t cancel meetings at short notice
Don’t involve your mentor in your problems; they are not psychologists.
Mentee’s Don'ts
Don’t expect the mentor to do all the work for you.
Don’t be afraid to ask for help or clarification when needed.
Don’t neglect mentor’s times, and the mentoring relationship.
Don’t forget to follow through on commitments or action items.
Don’t expect your mentor to do the work or tell you what to do
Don’t become dependent on your mentor
Don’t be over-awed by your mentor – mentors are doing this because they want to
Don’t be too passive
Don’t break trust
Don’t cancel meetings at short notice
Don’t involve your mentor in your problems; they are not psychologists.
Mentor’s Don'ts
Don’t impose your agenda or priorities on the mentee.
Don’t be overly critical or judgmental in your feedback.
Pay attention to providing constructive support and encouragement.
Don’t make assumptions or decisions for the mentee without their input.
Don’t intervene too quickly with advice
Don’t create a dependency
Don’t make this about you – this is about your mentee
Don’t expect your mentee to stroke your ego
Don’t break trust
Don’t get involved in your mentee’s problems – you are not a psychologist
Don’t become involved personally with your mentee!
Mentor's Preparation
Clarify why you want to be a mentor and what your mentoring approach is.
Familiarize yourself with the Mentee’s background, including their work experience, education, and goals.
Set clear boundaries and expectations- establish what you can offer as a mentor, including your availability, expertise, and limitations.
Determine how much time you can commit to the mentorship and what format works best for you (e.g., regular meetings, email exchanges).
Establish a communication plan – Think how you communicate with your mentee.
Mentee’s Preparation
Define goals: Clarify what you want to achieve through mentorship, such as career advancement, skill development, or overcoming challenges.
Research your Mentor: Learn about your Mentor’s background, expertise, and experiences to understand how they can support your goals.
Self-assessment: Reflect on your strengths, weaknesses, skills, and areas for development to better understand your needs and areas where mentorship could benefit you.
Set expectations: Think about the topics you’d like to discuss with your mentor, such as career advice, industry trends, or professional development strategies.
Establish a communication plan: Think how you communicate with your mentor.
