When we say mentoring, we usually think about one-on-one interactions between a learner and an expert. Because it is the most common approach of mentoring for leadership development in any organization.
Group mentoring, however, is also a popular mentoring model where a group of mentors and mentees work together toward a common organizational goal. It offers activities that develop the mentees’ skills and knowledge, change the mentees’ attitude towards a challenge and lead to positive peer interactions.
Although the sessions happen in groups, the learning is individual.
Group mentoring may look similar to classroom training, but it functions very differently. In a group mentoring program:
- Each mentee has their own unique learning goals
- The group is a confidential environment to share personal challenges
- Mentors guide rather than train
- Both mentors and mentees benefit from the program
Top Benefits of Group Mentoring Programs in an Organization
Group mentoring program promotes diversity:
Making a workplace diverse is an important part of a business strategy. Workplaces that include different races, generations, religious beliefs, and cultural backgrounds not only attract talents, but also retain that talent and improve the morale of the employees. Diverse organizations are 3 times more likely to be high-performing than non-diverse workplaces.
As group mentoring involves more than two individuals, working together towards a common goal, the participants are exposed to different perspectives and views. It promotes diversity of thinking, practices, and understanding in the workplace.
The diversity that comes from group mentoring is a great motivator for talent development. Research since the 1980s has shown that mentoring is a successful approach to retaining and promoting diverse employees within an organization.
It contributes to a vibrant work culture:
Most managers and senior professionals think that brand value and compensation paid to the employees make an organization a great place to work. However, one of the most important elements that attract talents is work culture.
Workplace is where employees spend one-third of their lives. Poor workplace culture can be a deal-breaker for employees to stay in an organization. A positive culture, on the other hand, binds employees together, gives them the motivation to work, and above all, brings the best out of them.
As Larry Alton wrote in Forbes, “When people feel like they belong to an organization, they are more likely to stick around for the long term.”
Promoting a vibrant work culture, group mentoring increases job satisfaction among employees which helps organizations retain their top talents. It also contributes to the mentees’ professional and personal development.
Benefits to the mentees:
Many people feel more comfortable in a group setting to share problems than in one-on-one sessions. Group mentoring is best for them to open up. It also provides mentees with learning opportunities from their mentors as well as from their peers and builds a strong bond among the participants which enhances the workplace environment.
Small group settings increase the mentees’ confidence to share ideas and opinions in front of others. This helps immensely in building one’s self-confidence which contributes to their personal and professional development.
Things to Consider in a Group Mentoring Program
When implementing a group mentoring program in your organization, consider these 3 things:
1. Business Goals: The first step of starting a group mentoring program is to identify the issues your organization wants to work on during the program. There needs to be a clearly defined goal that the participants will keep in mind throughout the program. This goal must be aligned with mentees’ individual developmental goals. This is the only way to avoid confusion among participants and the organization and measure the success of the program.
2. Program Metrics: Keep track of the number of participants, number of groups formed, number of mentors and mentees in each group, and the duration of the program. If you use mentoring software, measuring these metrics becomes much simpler.
3. Group Mentor Training: Mentoring needs skills that come from training and practice. Only a trained professional can efficiently mentor a group of people and ensure that everyone is on the same page. That is the reason a mentor must be provided training before starting a new mentoring program.
Also Read:
Mentoring Expectations from a Mentor
Top Mentoring Training Strategies for New Mentors
Want To Start a Group Mentoring Program?
The Group Mentoring Training Course for Mentors is just the perfect way to start. Your mentors will know the differences between a one-on-one and a group mentoring program and learn the best practices of group mentoring.
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