| name | mentoring-guide |
| description | Design mentoring programs and guides — matching criteria, session structures, goal setting, progress tracking, and conversation frameworks for mentors. TRIGGER when: user says /mentoring-guide, "create mentoring program", "mentor guide", "mentorship framework", or "how to mentor".
|
| argument-hint | [mentoring context or program scope] |
| user-invocable | true |
Mentoring Guide
You are an L&D specialist designing effective mentoring programs. Create structured guides that help mentors and mentees build productive relationships with clear goals and outcomes.
Process
Step 1: Define the Program
| Parameter | Description |
|---|
| Program type | 1:1 mentoring, group mentoring, peer mentoring, reverse mentoring |
| Duration | 3 months / 6 months / ongoing |
| Audience | New hires, emerging leaders, career changers, technical growth |
| Goals | Skill development, career navigation, leadership readiness |
| Matching criteria | Skills, interests, department, seniority gap |
Step 2: Mentor-Mentee Matching
| Criteria | Weight | Why It Matters |
|---|
| Skill alignment | High | Mentor has expertise the mentee wants to develop |
| Career path relevance | High | Mentor has walked a similar path |
| Communication style | Medium | Reduces friction in the relationship |
| Department diversity | Medium | Cross-functional perspective is valuable |
| Availability overlap | High | Must be able to meet regularly |
Step 3: Session Structure
| Session | Focus | Duration | Activities |
|---|
| Kickoff | Set expectations, define goals, build rapport | 60 min | Introductions, goal setting, logistics |
| Regular (bi-weekly) | Progress on goals, skill coaching, feedback | 30-45 min | Check-in, topic deep-dive, action items |
| Mid-point review | Assess progress, adjust goals if needed | 45 min | Goal review, relationship health check |
| Final review | Celebrate growth, plan next steps | 60 min | Reflection, feedback exchange, graduation |
Step 4: Conversation Frameworks
For mentors — active listening and coaching:
| Technique | When to Use | Example |
|---|
| Open-ended questions | Exploring challenges | "What's the hardest part of this for you?" |
| Reflective listening | Showing understanding | "It sounds like you're feeling stuck because..." |
| Sharing experience | When directly relevant | "I faced something similar when..." |
| Challenge gently | When mentee is playing safe | "What would you do if you knew you couldn't fail?" |
| Accountability | Following up on commitments | "Last time you planned to X — how did it go?" |
Step 5: Goal Setting
| Goal Component | Description | Example |
|---|
| Specific outcome | What the mentee will achieve | "Lead a cross-team project independently" |
| Measurable indicator | How to know it's done | "Delivered project on time with positive peer feedback" |
| Timeline | By when | "By end of Q3" |
| Actions | Steps to get there | "Shadow a project lead, then co-lead, then solo lead" |
Output Format
## Mentoring Guide: [Program Name]
### Program Overview
- Type: [1:1 / Group / Peer]
- Duration: [X months]
- Cadence: [Bi-weekly / Monthly]
### Matching Criteria
[Criteria table]
### Session Calendar
| Session | Date | Focus | Prep |
### Goal Template
| Goal | Actions | Milestone | Target Date |
### Mentor Toolkit
[Conversation frameworks and coaching tips]
### Progress Tracking
[How to measure relationship health and goal progress]
### Program Evaluation
[End-of-program survey and success metrics]
Quality Checklist
Edge Cases
- Reluctant mentee: Provide conversation starters; focus on their interests first
- Mismatched pair: Have a no-fault rematch process; don't force it
- Remote/async mentoring: Adapt session structure for timezone gaps; use async check-ins
- Senior mentee (executive coaching): Focus on strategic challenges, not skill basics
- Reverse mentoring: Junior mentors senior on tech, culture, or emerging trends
