Purpose – This paper seeks to examine the methodologies for developing a group mentoring component as an add-on to an existing or new corporate mentoring program. Design/methodology/approach – The paper defines group mentoring and explains the differences between group mentoring and classroom training. It provides the hallmarks of mentoring that should exist in a group mentoring program along with the individual development areas that can be successfully addressed through group mentoring. Also included are seven tips for starting and
sustaining a group mentoring program. These tips cover areas such as the optimal group structure, logistics, the use of facilitators, obstacles and measuring the success of the program.
Findings – When implemented correctly, mentoring groups have proven to be a successful training and development strategy. Some of the documented outcomes for participants are increased confidence, expanded understanding of the organization and increased commitment and connectedness to the organization.
Originality/value – Training and development managers who are struggling to expand their mentoring programs can use the information provided in the paper to add group mentoring to their mentorship program
Groups: General Population
Keywords: Employee DevelopmentGroup MentoringGroup WorkMentorship RelationshipTraining