Marc Bombenon, Executive Chairman of SureCall Contact, believes mentorship to be for success and growth within any career path. If you have the capability to do so, one of the most valuable things that you can do in any business or even workplace is to make a mentorship program. A successful program has the ability to lead to higher employee satisfaction and allow for the growth of new leadership skills. If carried out correctly, there is very little room for the mentorship program to have a negative impact on your employees. Marc Bombenon, Chairman and Business advisor of SureCall, provides you with a few things that you probably need to take care of to come up with a successful mentorship program:

From the biography of Marc Bombenon, he has been involved in mentorship programs, and he is a business advisor and mentor. Firstly, he advises you to determine the objective of your mentorship program; you should do this before trying to pitch an idea for your mentorship program. You must first determine the goals and structure you see for the program. Your business may have different issues and needs to address, so be sure to figure out what you want to tackle. You also need to beware that the mentorship program for new employees requires a totally different approach than a mentorship program focused on the future of your business leaders. On this point, you should also stick to the culture of the business. Formal work culture will require a more formal process, and more relaxed scenes will require less structure. But no matter what the culture, you will need to determine how the mentor and mentee pairings will be established as well as identify a general outline of goals that should be accomplished through the partnership.

Secondly, you should regulate the pairing process; however, this is the most challenging point, as well as the most significant part of the process. There are various ways for you to structure the mentor and mentee relationship. One approach you would apply is group mentoring; this entails a number of your employees working together to share information, offer advice, as well as work towards the target of mutual professional development. The majority of group mentoring programs have the group leader who facilitates the forward movement of the group. The other way to regulate the pairing process that Marc advises you to apply is peer mentoring; this one encompasses the pairing of up of the same employees. In this case, persons develop a relationship based on the transfer of knowledge and create an environment that is rich with skills as well as constant learning. Eventually, flash mentoring is the last way which involves a sequence of one-time meeting or you can call them discussions. In these meetings, the persons interested in being mentored can sit down and meet with various mentors. This approach is suitable, and it puts less pressure on the mentor, however, still permits the mentee to get the information that they really require.