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Set up a workplace mentoring program: matching logic, the conversation scaffold for pairs, and the light-touch structure that keeps it alive past month two.
Structure a mentoring program for {{organisation}} ({{size}}, the goal: {{goal}} — retention, capability, succession; likely mentors and mentees: {{people_context}}).
Design: matching (mentee chooses from 2-3 offered matches — imposed pairs underperform; match on goal-relevance, not similarity: the useful mentor is two steps ahead, not twenty), the pair scaffold — a first-meeting agenda (expectations, goals, cadence, confidentiality), a menu of session themes so pairs never stall on 'what should we talk about' (career mapping, feedback digestion, visibility, a live problem walkthrough), the cadence default (monthly hour, 6-month season with a renew/end decision — endings built in beat awkward fades), mentor preparation (the 2 skills: asking before advising, and sharing failures not just wins), and the light program pulse: a mid-season check ('is this useful?') and the end-of-season harvest of what worked. Keep admin near zero — programs die of paperwork.
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