Group mentoring best practices

Abstract

Purpose

This paper seeks to describe best practices for designing and implementing mentoring groups.

Design/methodology/approach

Researchers used a 12‐question survey and personal interviews to assess the relevancy and success of group mentoring. Best practices for design and implementation evolved out of this research.

Findings

Learners would like more opportunities to engage in group mentoring and peer learning. This practice offers an attractive alternative to traditional training because it is fast and flexible, it is cost‐effective, and it fosters relational learning. Groups should be formed that focus on relevant topics related to learners' needs, without concern if groups meet face‐to‐face or virtually. Advisors should set the direction for the groups, create an engaging atmosphere, and provide good resources.

Research limitations/implications

Further research with a larger survey population would be valuable, particularly as the use of group mentoring expands.

Practical implications

Allowing employees to spend more time on peer learning through group mentoring can provide organizations with a low‐cost method for sharing practical, contextualized knowledge that people can rapidly apply back on the job.

Originality/value

All content in this paper is new. Readers will discover best practices based on the latest research in group mentoring and collaborative learning.

Citation

Emelo, R. (2011), "Group mentoring best practices", Industrial and Commercial Training, Vol. 43 No. 4, pp. 221-227. https://doi.org/10.1108/00197851111137898