In a previous article, we spoke about the different types of mentoring programs that veers away from the traditional one-on-one relationship between a seasoned leader and an employee comes to mind.

Mentoring is dynamic, personal, and fluid. These relationships are also exceptionally beneficial given workers now want to feel a sense of belonging within their organization, which starts with relationship-building formats like mentoring.

Here are additional types of mentoring program you may want to consider apart from Career Development, New Manager, High Potential Employee, Informal, or Reverse Mentoring Program. They should suit your needs and change as needed over time.

Peer Mentoring

Peer mentoring happens when colleagues that might be similar in age or job level mentor each other. The purpose of this is to create a formal support system and hold colleagues accountable for their professional goals and objectives. This type of mentoring can provide guidance, empathy, and training to the colleagues involved.

Group and Team Mentoring

This is a type of mentoring that involves one mentor working with several mentees in a group. Group and Team Mentoring can encourage collaboration and better working relationships between mentees themselves.

Identity-Based Mentoring

This type of mentoring involves pairing up mentors with mentees who may come from similar backgrounds. This mentoring relationship may involve a woman of color in a more senior leadership role teaching another woman of color how to survive within the industry. Offering this type of mentoring program allow organizations to reap the benefits of a diverse workforce.

Subject-Matter-Expert Mentoring

As the name suggests, this type of mentoring is where someone who is an expert in a specific area mentors those wanting to up-skill themselves. As they have a wealth of knowledge in their field, the aim of subject-matter-expert mentors is to help employees with specific questions or problems they may have or encourage mentees to become subject matter experts like themselves.

Aspirational Mentoring

An aspirational mentor is someone you could look to for inspiration. These are people are those who have qualities you admire that you want within yourself. Aspirational mentors don’t need to be someone within your organization. They can be people whose experience, skills, and talents have placed them in a position where others can learn from their example.

Coping Mentorship Program

A coping mentor is someone who can help you develop ways to relieve stress or find ways to cope with difficult issues or situations. These individuals are great listeners who offer pragmatic advice that you can actually implement. They can also provide you with a safe place to vent your frustrations without fear of reprisals at work. 

Depending on the goals of your organization, mentoring programs can be designed to support your needs. By knowing about these different types, companies can create a great mentoring program with a significant return on investment. At the same time, mentees will acquire invaluable developmental support and get better at navigating through complex workplace challenges.