Guidelines for Design for Online Coaching and Mentoring

e-Mentoring and e-coaching are in their infancy. There is a great deal to be learned about how to implement straight-up e-mentoring/e-coaching and blended programs. Some of the early adopters have gathered best practices and lessons learned and have created templates and other tools. Because programs vary widely in their use of technology, sophistication of participants, corporate culture, and goals, it is not practical to provide a recipe for success. This section provides general guidelines or “watch-points” for designing e-mentoring and e-coaching.

Assess the Cultural Match

One of the commonly cited challenges is the match of e-mentoring/e-coaching to the culture of the organization. e-Mentoring and e-coaching appear to be good solutions and easy to sell to management because the technology is ubiquitous and the infrastructure costs are low. The more difficult work is to assess whether mentoring and coaching can achieve the desired educational goals. Equally important is the cultural match to ensure that management values the program and is willing to support the costs that don’t show up as line items in the training and development budget. Examples of support for mentoring are allowing meetings during regular work hours and recognizing and rewarding participation.

Management of the Program

The effort required to implement and nurture these programs should not be underestimated. There is a lot more work than simply announcing the program and circulating a sign-up sheet for mentors and proteges. Take the time to review best practices of traditional and e-programs to understand the steps needed to train participants, communicate goals and non-goals, maintain the ongoing monitoring and evaluation process, recruit mentors, and make mentor-protege matches.

Consider Blending Mentoring Programs with Other Interventions

Mentoring programs should be seen as yet another strategy for employee development, but not the only strategy. Consider using these programs in combination with on-the-job training, formal management development programs, and executive MBA courses.