UXL Blog

In my experience, there is no better way to support and nurture your work team than through mentoring. And mentoring is not just for new hires or people switching roles within the organization; it’s helpful for anyone who is looking to learn a new skill, change roles, or climb the ladder.

There really is no substitution for working with a mentor.

Mentors can offer:

• Personalized guidance
• A roadmap for obtaining a new position
• Lived experience and real-life lessons
• A bridge to other resources
• A chance to expand a person’s network

I’ve written about mentoring benefits in a few past blog posts, but today I want to talk about something slightly different: starting a mentoring cohort.

What is a mentoring cohort?

Companies can approach mentoring cohorts differently, but in essence, they are groups of people who are moving through a mentoring program together. That might sound formal, but it doesn’t necessarily have to be. Typically, each mentee will be assigned a mentor, who will work with them for a certain period of time (3 months, perhaps, or 6 months).

The mentees might occasionally meet up and offer each other support, as well. This often makes sense if the mentees are new in the organization and could use the same type of support or resources. Typically, the mentors have been with the organization for at least a few years and are well-respected and knowledgeable.

How do you start a mentoring cohort?

First, it’s helpful to identify the mentees’ needs. Are they interested in learning more about the organization, in general? Do they have their sights set on leadership? Are they seeking guidance in a particular area? You might send out a survey to discover what type of help people need most.

After you’ve pinpointed needs (and have drummed up some excitement about the program!), start compiling a list of potential mentors. Do your best to match the mentees’ requirements with the mentors’ experience. Then, send a personal message to each mentor, inviting them to participate in the program.

In your email, don’t forget to mention the reason you’ve chosen this person—their expertise in X, their reputation as a top salesperson, their enthusiasm in collaborating with others. Then, be sure to specify the time commitment. Since many people are busy with their day-to-day responsibilities, it’s best to keep this at a minimum (say, 45 minutes every month or half an hour every two weeks).

Once you’ve paired your people, give some mentoring guidelines (suggested questions to ask, suggested meeting times). Then, take a step back and let the mentoring commence! You may want to check in every once in a while (at the midpoint, perhaps), but this should mostly be hands-off for you.

When the program concludes, take a survey to see how it went AND ask your mentors if they would be willing to stay active in the cohort program. Then, start the whole process over again with your next batch of people.

A mentoring cohort is a great way to connect batches of people with appropriate mentors. If you think several people in your organization could benefit from mentoring, I encourage you to initiate an in-house mentoring cohort. And the bonus? You will also gain recognition as a leader, a doer, and someone who is actively trying to improve company culture. A win all around.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 

HER NEW EBOOK IS CALLED A QUICK GUIDE TO COURAGE

Tags: leadership strengthened by mentoring, margaret smith career coach, Margaret Smith professional speaker, Mentoring and leadership, mentoring cohort at work, start mentoring cohort