Teleskope's Talent Peak platform supports all types of mentorship structures and programs. It enables platform and program customization. Create content and curriculums for every program.

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Mentorship Structures and Programs

Different types of Mentorship Structures

Traditional Paired Mentorship

Traditional Paired Mentorship involves one-on-one mentoring. There is one mentor assigned to one mentee in this equation. The mentor provides guidance and knowledge to the mentee based on the mentorship program they have been paired under. With one-on-one mentorship, a meaningful long-term association can be nurtured between a mentor and mentee. Many programs can be been designed with this mentorship structure involving multiple touchpoints, action items and goal-setting.

Women Mentorship

Designed for women mentors to support and empower other women in the organization by sharing personal and professional experiences.

Diversity Mentorship

Designed to connect diverse underrepresented mentees with mentors who can understand and guide them professionally.

Leadership Mentorship

Designed to help employees develop their leadership skills with a dedicated mentor. It can also be modeled to support succession planning.

New Hire Mentorship

Designed to help lateral hires get assimilated by mapping them to a peer. It leads to a faster understanding of culture and processes.

Intern Mentorship

Designed to guide an intern through the first couple months at the company by assigning them a dedicated mentor to learn the ropes.

Reverse Mentorship

Designed to match seniors leaders as mentees to junior often younger employees to discover new trends in technology and culture.

Group Mentorship

Group Mentorship involves one-to-many or many-to-many mentoring. In this equation, there are one or more mentors assigned to a cohort of mentees . Group mentorship is undertaken when similar knowledge, guidance and support is to be shared with a set of employees. It is particularly helpful for organizations with flat structures or when there is a skew in the number of mentors available for mentees. It is two-way street between mentors and mentees and differs from classroom training in cohort size and frequency of interaction. They are usually longer programs having multiple touchpoints, action items and deliverables from both mentors and mentees.

Professional Growth Mentorship

Designed for cohorts of professionals such as new managers, women in technology, developers etc. get specific knowledge from mentors.

Employee Resource Group Mentorship

Designed to leverage the power of Employee Resource Groups (ERG) by identifying mentoring opportunities within and outside these groups.

Frontline Employee Mentorship

Designed to support frontline employees with their professional goals. Mentors help the mentees chart out their career progression milestones and guide them.

New-age Mentorships: Flash, Self-Guided & more

As workplaces have evolved, so have the structures of mentorship programs. They are leaning towards agile frameworks customized as per the changing needs of employees. Some of these programs have lesser numbers interactions of shorter durations between mentors and mentees. Some other mentorship programs have been adapted as remote work has become increasingly common.

Flash Mentorship

Designed for mentees to connect with mentors for a short time to discuss a specific topic. They are one-time pointed interactions aimed for quick knowledge sharing.

Self-Guided Mentorship

Designed to help employees take on personal and professional development programs at their own pace even as they work remotely. Programs are built with virtual mentors leading the way.

Connection-building Mentorship

Designed to build connections at the workplace as employees work remotely. They give an opportunity to mentees to reach out to mentors who they wish to learn from professionally.

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