Sarah Scala Consulting
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Mentor programs with strong ROI - Boston, New Hampshire, VT, ME, International

Mentor Programs

Simon Pearce apprenticeship program Glassblowing Quechee
mentor men, arms on table in meeting room
mentor man teaching women in office place

Formal and Informal mentoring solutions may be a great approach to supporting your culture, while building skills for both leaders and individual contributors.  These programs have provided a strong Return On Investment (ROI) for our clients.

Mentor programs are an investment, whether formal or informal. A good place to start is your goal. Does your business need to build skills for new apprentices? Do you have high performers with a unique skill set that needs to be shared? How about a leader who could use their expertise to help develop a newer or less experienced employee?  Should you build effective leaders as a part of Succession Development? Immerse new hires into your culture? We can help you answer these questions and partner with you to support your strategies with the establishment of a custom mentor program designed to meet your business needs.  Mentor programs will benefit the business and can cut costs, build skills and increase morale.   

Check out the short videos below to learn about our approach to Mentor Program Design

Learn more on our Case study: Mentor Program Design or Blogs on Mentoring for Positive Use of Power and Questions around Mentor Program Design.  

We have designed custom mentor programs to:

  • Successfully on-board new hires into the business culture

  • Develop high-potential employees

  • Increase apprentice speed and quality in creating products

  • Reduce turnover, build morale, and increase skills for front line staff

  • Support succession development

 

“Simon Pearce needed to develop a well-trained workforce at a faster rate. We partnered with Sarah Scala Consulting to build our first ever Glassblower Apprenticeship Program. Sarah designed and facilitated the training, as well as provided consulting to support and share ideas for training. The two-day program included an assessment defining people’s learning preferences, as well as lessons on facilitation and teaching skills. Our master glassblowers became familiar with these new methods and they practiced using new skills practicing through real life scenarios while receiving immediate feedback. It was quite experiential!  By the end of the two days, the glassblowers were confident in their ability to train, in addition to becoming familiar with the measurement, evaluation, and compensation tools that were being used to support this change.  The glassblowers connected with Sarah right from the start. Her down-to-earth and humorous teaching style, coupled with her deep knowledge on the subject, quickly earned her credibility. Sarah also strove to understand her audience by spending several hours learning to blow glass herself! The participants walked away from the workshop quite proud, excited and eager to pass on both their passion and their unique skill to a whole new generation of talent.  It could simply not have been so successful without Sarah’s deep consultative expertise and enthusiasm for our critical training initiative!” 
–  Former Vice President of Human Resources, Simon Pearce

To learn more about the Simon Pearce Apprenticeship Program, see the articles in the Boston Globe and Rutland Herald

 

“One of Sarah’s particularly valuable recent contributions included developing materials and resources that provide the framework for an internal mentoring program. Sarah excels at applying best practices to specific organization learning needs. Her approach includes customized, innovative and practical programs.”
– C. Stacey Falzarano, Senior Director of Human Resources, Resource Systems Group