To achieve the best outcome of the mentoring relationship, the mentor and mentee must be on the same page. This is achieved through a well-articulated process of getting to know the mentee’s needs. The mentor, as a guide and resource, and the mentee, as an active learner, will establish not only their individual needs and goals but also the needs, goals, and expectations of the mentoring partnership. Both will agree on a plan.

The session will cover the following:

1. 1. 1. Building Acquaintance
      2. Verbalize your Vision and Purpose of the Mentorship
      3. Establishing the Nuts and Bolts of the Mentorship
      4. Signing the Mentoring Agreement

How one defines mentoring will determine how one practices mentoring. In this session, we will explore several definitions of mentoring, dive deep to understand them, and then arrive at an agreed-upon common understanding.

The session will cover the following:

1. 1. The difference between Training, Coaching and Mentoring
   2. What is Mentoring: Definitions
   3. The biblical definition of mentoring
   4. Key elements of mentoring

This session will set the building blocks of a meaningful and successful mentoring relationship by looking at the ‘software’ of mentoring, which includes trust, respect, and open communication. We will then explore how these intangible aspects translate to the responsibilities of mentoring, such as active listening, providing constructive feedback, and setting clear expectations.

The session will cover the following:

1. 1. Fundamental principles 
   2. Guidelines for Mentoring Relationship
   3. Responsibilities of the mentor and mentee

In this session, we will explore the accrued benefits for the mentee and mentor, such as personal and professional growth, expanded networks, and increased self-confidence. We will also examine how individuals and organizations benefit from mentoring systems, including improved job satisfaction, higher retention rates, and enhanced leadership development. Mentoring flourishes in an environment where both the mentor and mentee have the right mindset and are committed to the process.

The session will cover the following:

1. 1. Benefits to Mentees
   2. Benefits to Mentors
   3. Benefits to Organizations
   4. Ingredients for reaping the benefits of mentoring

In this session, we explore some of the challenges, possible causes, and pitfalls of mentoring. But remember, you are not alone in this journey. We will also see how to overcome these difficulties through expectations, goals, roles, and responsibilities, providing you with the support and guidance you need to succeed.

The session will cover the following:

1. 1. Leading challenges in mentoring relationships
   2. Pairing
   3. Commitment
   4. Communication
   5. Dependence

Checkpoint is the midpoint of the Mentoring Program. Checkpoint offers an opportunity to reflect on the journey travelled thus far and milestones, challenges, and wins. At this Point, it is also time to agree on areas of improvement so that the next half is more fruitful.

The session will cover the following:

1. 1. What goals or objectives have been addressed?
   2. What goals or objectives remain?
   3. What level of success has been attained thus far in the process?
   4. Are we headed in the right direction? Will further accomplishing our initial goals and objectives take us where we want to go?
   5. What changes or adjustments to our original plan are needed?
   6. Have we discovered a previously unidentified goal or objective?

Quite often, the terms mentoring and coaching are used interchangeably or, in other cases, synonymously. However, these two concepts are distinctively different. We look at the differences between them.

The session will cover the following:

1. 1. Critical elements of Mentoring vs Coaching
   2. Duration
   3. Methodology
   4. Session Leadership
   5. Areas of Focus

We recognize life is lived in seasons, and each season has dynamics and issues of the particular dispensation that require wisdom and practical examples from those who have travelled the road before to share through mentoring.  

The session will cover the following:

1. 1. Seasons
   2. The place for mentorship in changing seasons

Transition and Succession require careful planning and the development of systems and structures that ensure the smooth passing on of the baton from one leader to another.

The session will cover the following:

1. 1. The benefits of succession planning
   2. Why leaders overlook Succession planning
   3. How succession planning works
   4. Biblical example of Succession
   5. Facts about Succession, transition and mentoring

Preparing for the end is essential about two weeks before the end of the mentoring program. An excellent point to consider is how the transition from a formal to an informal mentoring partnership or coaching can work.

The session will cover the following:

Closure Checklist:

1. 1. Review mentee’s goals and progress.
   2. Discuss how to spend the remaining time together.
   3. Make sure a vital goal has not been overlooked.
   4. Plan a formal acknowledgement or celebration of the relationship/program.
   5. Prepare for the final review.

Final Review and Evaluation

The final review is an instrument to identify the gains. The objectives are to discuss the completion of the program and examine what you have learned through the process. 

Questions/thoughts to facilitate discussions about experiences, learning and ending the sessions may include:

Learning

1. 1. Share three significant learnings from the program. Why are they significant? Have you applied them in other settings?
   2. Were there any surprises, unanticipated learning, challenges, and positives?
   3. Were there any disappointments?
   4. Did learning occur in desired competencies? Which competencies were they? Describe your learning.
   5. What are ways you will keep learning?

Mentor-Mentee Accomplishments

1. 1. What did we accomplish together?
   2. Reflect on the differences in communication between the first meeting and now.
   3. Identify ways the relationship has contributed to growth for you.

Lastly, consider how mentees and mentors can reflect on the experience and determine individual goals based on their learning. The mentees may consider becoming mentors, and the mentors may want to engage with another group of mentees, building upon the lessons learned in the recently completed one. 

In this section, we will guide mentors and mentees through a post-program reflection and goal-setting process, encouraging them to reflect on their experiences, identify their strengths and areas for improvement, and set actionable goals for their future development. By fostering a culture of continuous learning and improvement, mentors and mentees can continue their growth and development beyond the program.