TREN
All participants · Kickoff meeting · 30 min

Welcome to the mentoring program

How the next 90 days will work, and what we ask of you.

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Why does this program exist?

  • So experience reaches the people who need it
  • So moving into a new role feels less lonely
  • So every mentee moves forward with 1–3 clear goals

The program is tied to a concrete goal leadership tracks.

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What mentoring is, and isn't

Mentoring is It isn't
A colleague sharing experience A replacement for your manager
Questions that make you think A list of ready answers
A safe, confidential space A performance review
A process the mentee leads A meeting where the mentor assigns work
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How were you matched?

  • Required: no reporting line, not the same team
  • Weighted: strength in the growth area, similar path, proximity
  • Preference: the mentee's requests
  • Reason: one sentence for every pair

Read the reason together in your first session.

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Values over titles

Similarity in values and attitudes is strongly linked to relationship quality; similarity in age and gender has almost no effect.

Eby et al., 2012 meta-analysis.

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90 days: the start

Day Stop What we ask of you
0 Invitation Open the invitation
1 Profile and goal Write your goal and availability
3 Matching Read the reason
7 First session Meet, agree on the rules
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90 days: progress and close

Day Stop What we ask of you
14 In-between work Complete the short exercise
45 Midpoint Mark your goal step
90 Closing Revisit goals, evaluate
180 Follow-up Answer one short question
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Who does what?

Role Responsibility
Mentee Brings the agenda, schedules sessions
Mentor Listens, asks, shares experience
Program manager Tracks the rhythm, offers support
Mentee's manager Supports the growth direction
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Time commitment

  • Sessions: twice a month, 45–60 minutes
  • Mentee prep: about 30 minutes per session
  • Mentor workshop: 3 hours at the start
  • Mentee orientation: 45 minutes at the start

4 in 10 people with a mentor struggle to find time (ATD, 2019).

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Confidentiality rules

  • Confidential: personal and work topics the mentee shares
  • Shareable: whether a session took place
  • Exceptions: safety risk, legal duty, harassment, discrimination

The mentee decides what to share.

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First-session checklist

  1. The mentee sends the invite, within the first week
  2. Get to know each other through experience and values, not titles
  3. Talk through expectations and confidentiality
  4. Write down frequency, contact and cancellation rules
  5. Put the next date in the calendar
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If the pair isn't working

A pair that isn't working can be ended without blaming anyone. That's a rule of this program from day one.

Just let the program manager know.

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Where to get support

  • Program manager: the coordinator on your HR team
  • HR business partner: for sensitive matters
  • Employee assistance program: for personal matters
  • Platform help: [email protected]
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Common questions

Question Short answer
Can my manager be my mentor? No
What if a session is postponed? Set a new date right away
Must I follow the advice? No, but share why
Your questions? Ask now
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Sources

  • Eby et al., 2012 — similarity and relationship quality
  • ATD (TD Magazine), 2019 — finding time with a mentor
  • Clutterbuck — the limits of confidentiality in mentoring
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Your first step, this week

Complete your profile and hold your first session within seven days.

mentor360.com.tr

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