Table 1
Participants’ and Mentees’ mean ratings of mentorship culture indicators. (1 = strongly disagree; 7 = strongly agree).
| INDICATORS | PARTICIPANTS’ RATINGS (MEAN) | MENTEES’ RATINGS (MEAN) | ||||
|---|---|---|---|---|---|---|
| BASELINE | 1 YEAR POST-PROGRAM | 2 YEARS POST-PROGRAM | BASELINE | 1 YEAR POST-PROGRAM | 2 YEARS POST-PROGRAM | |
| Organizational leaders actively promote individual and organizational learning | 4.9 | 4.4 | 4.8 | 4.1 | 4.9 | 4.5 |
| The organizational culture supports mentoring | 4.0 | 4.8 | 4.9 | 3.8 | 4.6 | 3.9 |
| Mentoring as practiced in the organization incorporates best-practice models of adult learning | 4.1 | 4.2 | 4.6 | 3.4 | 4.1 | 3.8 |
| The right people are in place to support, manage, and coordinate mentoring efforts | 4.4 | 4.5 | 4.4 | 3.9 | 4.6 | 3.8 |
| Mentoring partners are supported in taking time for mentoring | 3.9 | 4.0 | 4.1 | 3.9 | 4.3 | 3.5 |
| Technology and knowledge resources that promote and support mentoring are accessible, up-to-date, and put to use | 3.8 | 3.3 | 4.3 | 3.1 | 3.4 | 3.2 |
| Mentoring as it is currently practiced clearly aligns with the organization’s values | 3.4 | 3.8 | 4.4 | 3.4 | 4.3 | 3.7 |
| Mentoring is linked to leadership development | 4.3 | 4.4 | 4.4 | 4.2 | 5.5 | 4.9 |
| Mentoring results are measured over time | 4.1 | 4.0 | 3.1 | 3.3 | 4.4 | 4.2 |
| Mentoring process improvements are timely | 4.3 | 4.6 | 4.4 | 3.6 | 4.6 | 4.0 |
| Excellence in mentoring is recognized, rewarded, and celebrated | 3.3 | 3.6 | 3.6 | 2.8 | 4.2 | 3.1 |
| People participate in mentoring relationships enthusiastically | 3.8 | 4.7 | 3.6 | 3.2 | 4.0 | 3.3 |
| Mentors and mentees request additional opportunities to learn how to increase their mentoring effectiveness | 3.8 | 4.4 | 3.8 | 3.6 | 4.6 | 3.8 |
| Individual mentoring partnerships meet regularly | 4.1 | 4.5 | 3.8 | 3.5 | 4.1 | 3.2 |
| Mentors and mentees make time for mentoring a priority | 3.9 | 4.2 | 3.7 | 3.3 | 4.2 | 3.4 |
| Overall | 4.0 | 4.2 | 4.1 | 3.5 | 4.4 | 3.8 |