Are mentor circles the way of the future?

(Image credit: Photo by studioroman on Canva) 

Do you have mentor circles in your organization?

Many companies focus on traditional one-to-one mentor relationships instead of mentor circles.

A mentor circle is an example of peer-to-peer mentoring and applied in a group instead of one-on-one. Mentoring circles were first made popular by Sheryl Sandberg, author of “Lean In" and former COO of Facebook.

Mentoring circle programs enable employees to find colleagues within an organization who share common learning objectives or interests.

Members (ideally between five and eight people) choose a personal or professional topic for group discussion that is led by a circle leader.

The leadership role can rotate within the group, which has the benefit of helping participants build confidence and improve their leadership skills.

According to Catalyst, 65 percent of women who have been mentored will become mentors themselves.

This creates a ripple effect that we at Life Works Well envision at work and around the world.

Mentor pools continuously grow and perpetuate a positive mentorship cycle, especially for women.

A circle program can serve various groups such as women in leadership, equity seeking women in finance, women in science, technology, engineering, and mathematics (STEM) and more.

The circles can be gender specific or coed, depending on the program’s intentions.

This modern form of mentoring can help employees feel more connected and engaged, and can also support equity, diversity, inclusion and belonging initiatives.

Implementing mentoring circles in your organization can be straightforward and highly effective. Here are ten simple steps to get you started:

1. Define your goals

Begin by identifying the specific objectives you want to achieve with mentoring circles. Do you want to foster leadership skills, promote diversity, or enhance employee retention? Clear goals will guide the process.

2. Identify participants

Determine who will be part of the mentoring circles — mentors, mentees or both. Encourage volunteers and match participants based on their goals and expertise.

3. Have an effective structure and format

Decide on the format for your mentoring circles. Will they be in-person or virtual or a combination? How often will they meet? What will be the duration of each session? Establish clear guidelines.

4. Train and provide resources

Provide training for mentors and mentees on their roles, expectations and the principles of effective mentoring. Offer resources, such as discussion topics or guiding templates.

5. Launch and facilitate

Kick off the mentoring circle program with a launch event, bringing everyone together. Appoint facilitators or moderators to guide discussions, ensure inclusivity and maintain structure.

6. Set clear objectives

Each mentoring circle should have defined objectives for each session. Ensure that everyone knows what they aim to accomplish, whether it's skill development, problem-solving or personal growth.

7. Ensure feedback and evaluation tools

Regularly collect feedback from participants to gauge the effectiveness of the mentoring circles. Use this feedback to make improvements and adjustments as needed.

8. Promote inclusivity

Encourage an inclusive and open atmosphere where all voices matter. Emphasize the value of diverse perspectives and foster a culture of trust and respect.

9. Celebrate success

Recognize and celebrate achievements and milestones reached through mentoring circles. Share success stories to inspire others.

10. Adapt and evolve

Be flexible and open to adaptation as your organization and its needs change. Mentoring circles should evolve to stay relevant and beneficial.

Now more than ever we need connection and community. Implementing mentor circles is one way to pass on the benefits of mentorship to more people in your organization.

If you need help designing mentor programs, reach out to us. Together we can create a culture where all learn to mentor with heart™.