If your company has experience with formal mentoring programs and you have been able to measure your ROI, I would really appreciate hearing about your experiences. I'm trying to justify the need for a formal mentoring program to address retention and succession planning, and am looking for data and experiences that would support it.

Thank you!
Chris

It has been my experience that the best way to establish that a particular solution is needed is to demonstrate how the solution you're recommending will help close a particular performance gap that links directly to acheiving YOUR business goals.

So - you need to ask yourself what is the business goal (or what are the goals) that will be impacted at YOUR organization? What performance would help acheive those goals... and how would mentoring at YOUR organization help ensure improved performance, thereby reaching the business goals. ROI comes from showing the links from learning to performance to business goals at YOUR organization. There is plenty of generic info about the benefits of *well run* mentoring programs, but if I were a CEO (for example), I'd want to know the impact on MY organization.

quote:

Originally posted by CING:
I'm trying to justify the need for a formal mentoring program to address retention and succession planning, and am looking for data and experiences that would support it.

Thank you!
Chris

Chris - you may find it useful to look at some other aspects along side ROI. I'm thinking in particular of you building an impact model to make explicit the links between what you are trying to measurably achieve in performance terms and how you intend to do it (i.e. mentoring etc). RObert Brinkerhoff's book on his Success Case Method talks about it, as do a number of other sources. I have a white paper that shows a simple example - you can find it at http://www.kaizen-training.com/free/documents/KaizenWhi...valuationSuccess.pdf

Enjoy!

Cheers

Martin

Hello Chris:

>I'm trying to justify the need for a formal mentoring program to address retention and succession planning<

Employees leave their bosses and mentors are likely to change bosses behaviors. If you want to increase retention and do succession planning hire for talent.