The Complete Guide to Mentoring and Coaching Program Design (TCGTMAC) comprises three fully searchable pdf files - electronic 'volumes', if you will:
The full contents of each volume are detailed below.
Important:To avoid unnecessary repetition, in the Table of Contents, the phrases 'mentor' and mentoring' are used to refer to both mentors and coaches (and mentoring and coaching).
TCGTMAC explains in detail the differences between mentoring and coaching, enables you to decide which is most appropriate for your program, and is designed to allow you to work with either, or both program types.
Volume 1: Start Here!
- Welcome
- What's Included in TCGTMAC 01
- How TCGTMAC Is Structured 02
- How the TCGTMAC Materials Interact 09
- Using TCGTMAC 11
- And Finally... 13
- Exercise 0 - Preparing The Ground
- Appendix - Navigating & Printing the Download Version of TCGTMAC 21
Volume 2: The Program Design Manual
- Program management 01
- Program overview and objectives 06
- Proteges 10
- Mentors 15
- Rules of engagement 10
- Reviewing and assessing the program 35
Volume 3: The Complete Guide To Mentoring and Coaching Program Design
Click the [+] beside any section to see it's full contents in a drop-down box:
| Section 1: An overview of mentoring and coaching | [?] |
Before starting to design an effective mentoring or coaching program, it's important to have an overview of the whole process.
Overview 03
What is mentoring? 04
Exercise 1 -- Exploring pre-conceptions 08
Let's start with the person being mentored 11
Exercise 2 -- An initial look at proteges 14
What is a mentor? 19
What is the difference between mentoring and managing? 22
Exercise 3 -- An initial look at mentors 24
How does a mentor differ from a coach? 29
Checklist A -- Mentoring or coaching? 31
Exercise 4 -- Mentoring or coaching? 35
Checklist B -- Separating mentoring and managing. 40
What is a 'Buddy program'? 42
Checklist C -- Do you need a buddy program? 44
What is the role of a Program Co-ordinator? 46
What is a steering committee, and should you have one? 47
Checklist D -- Do you need a steering committee? 51
Other stakeholders 53
Exercise 5 -- Identifying stakeholders. 54
| Section 2: Setting objectives | [?] |
Successful mentoring programs are those that have clear, measurable objectives. Setting the objectives of your mentoring program will help you design the right structure, involve the right people, and measure the right outputs.
Overview 04
The mentoring model -- reprise 05
Why does your organization want a mentoring program? 06
Exercise 6 -- What are the issues you face? 07
Primary Functions introduced 11
Exercise 7 -- Identifying your program's Primary Function 14
Using Primary Functions to design your mentoring program 18
Recruitment 20
Exercise 8 -- Setting objectives for a recruitment-based program 21
Retention 26
Exercise 9 -- Setting objectives for a retention-based program 29
Learning curve 32
Exercise 10 -- Setting objectives for a learning curve-based program 33
Dealing with major organizational change 36
Exercise 11 -- Setting objectives for a change-based program 38
Bridging competency gaps 41
Exercise 12 -- Setting objectives for a competency-based program 42
Converting training to results 45
Exercise 13 -- Setting objectives for a training-to-results program 47
To encourage personal individual growth 50
Exercise 14 -- Setting objectives for an individual growth-based program 51
To facilitate internal hiring and transfers 54
Exercise 15 -- Setting objectives for an internal hiring-based program 55
To accelerate the development of high performers 58
Exercise 16 -- Setting objectives for a high performer-based program 60
To increase the representation of minority interests 63
Exercise 17 -- Setting objectives for a diversity-based program 64
To help low performers improve 67
Exercise 18 -- Setting objectives for a low-performer-based program 68
The development of management 71
Exercise 19 -- Setting objectives for a management development-based program 72
To provide succession and for the development of emerging leaders 75
Exercise 20 -- Setting objectives for a succession-based program 76
For new hires 79
Exercise 21 -- Setting objectives for a new hire-based program 80
To help re-vitalize mid-career executives 83
Exercise 22 -- Setting objectives for a mid-career-based program 84
To assist employees obtain formal qualifications 87
Exercise 23 -- Setting objectives for a qualifications-based program 88
Your customized primary function 91
Exercise 24 -- Setting objectives for a customized program 92
Summarizing your mentoring program's primary functions 95
Checklist E: -- One program or many? 97
| Section 3: Identifying proteges | [?] |
At the heart of your mentoring program is a relationship between two people. Identifying the right individuals is crucial to a mentoring program's success. This Section begins the process by looking at how to select the first participant -- the protege.
Overview 03
The mentoring model -- reprise 04
Introduction 05
Identifying proteges 06
Step 1 - Establish protege selection criteria 07
Exercise 25 -- Establishing protege selection criteria 13
Step 2 -- Decide if your program should be exclusive or inclusive 28
Checklist F -- An inclusive or exclusive mentoring program? 29
Step 3 -- Decide if your program should be mandatory or optional 38
Checklist G -- Protege participation mandatory or optional? 39
Exercise 26 -- Finalizing the protege selection process 40
| Section 4: Identifying mentors | [?] |
At the heart of your mentoring program is a relationship between two people. Identifying the right individuals is crucial to a mentoring program's success. This Section begins the process by looking at how to select the first participant -- the protege.
Overview 02
The mentoring model -- reprise 03
Introduction 04
Exercise 27 - Recalling the mentor definition 06
Step 1 -- Review the mentor attributes in light of the program objectives & the protege profile 07
Exercise 28 - Finalizing your mentor definition 12
Step 2 -- Decide how to source the mentors 64
Checklist H - Recognizing 'informal' mentors 65
Checklist I - Self-selection checklist 69
Exercise 29 - Finalizing the mentor selection process 75
Step 3 -- -- Review the mentor selection 96
Exercise 30 - Reviewing the mentor selection process 98
| Section 5: Rules of engagement | [?] |
Now that we know who the mentors and the proteges are, it's time for them to get the relationship underway.
Overview 03
The mentoring model -- reprise 05
Preparing the participants 04
Exercise 31 -- Briefing the participants -- an overview 06
Checklist K -- Briefing Checklist for proteges 15
Exercise 32 -- Briefing the participants -- review 16
Matching the participants 20
Checklist L -- Who does the matching? 31
Checklist M -- How will you match the participants? 37
Checklist N -- Information required in mentor and protege submissions 42
Checklist O -- Checklist for meeting with mentors & proteges 49
Checklist P -- Sample scoring sheet for competency-based matching 53
Checklist Q -- On what basis is the matching to be done? 53
Exercise 33 -- Matching the participants -- an overview 53
Agreeing the protege development plan 64
Checklist R -- Sample protege development plan 75
Exercise 34 -- Drafting your Protege development plan 77
Managing the process 79
Exercise 35 -- Anticipating relationship management issues 81
Exercise 36 -- Anticipating and minimizing relational difficulties 97
| Section 6: Reviewing and assessing the mentoring program | [?] |
All the hard work has been done -- now it's time to measure the success of your program!
Overview 02
The mentoring model -- reprise 03
Introduction 04
Ending the mentoring program effectively 05
Exercise 37 -- Ending and continuing mentoring relationships 09
Assessing the effectiveness of the mentoring program 11
Exercise 38 --Protege assessment process 18
Checklist S -- Feedback on mentor effectiveness 22
Exercise 39 -- Obtaining feedback on the mentors 39
Exercise 40 -- Measuring the success of the mentoring program 62
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As you can see, The Complete Guide to Mentoring and Coaching Program Design is truly the most comprehensive mentoring an coaching program design resource you will ever find.
Regularly updated (you receive lifetime updates for free), and written in an easily-understandable, jargon-free, conversational style, TCGTMAC will repay it’s investment many, many times over.
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Next: Start Here!
