You have not given adequate information on your requirement? Are you external trainer or internal? What is the nature of industry? Who are the mentors and who are mentees? What is their qualification? On what basis their selection has been done? Is there assumption that managers are obviously good mentors too? Have mentors understood the values and vision of the company? What if there is a mismatch in the mentor-mentee pair? How to ensure that the relationship goes smoothly rather than result into conflict and thereby demotivation? How will you ensure that initially there is a euphoria and the mentoring programme is rolled out with much fanfare but it fizzles out over a period of time?
Conducting training on Formal Mentoring Programme is no easy task. It requires tremendous maturity. I say so because I have been conducting the training mentoring for quite some time.
Secondly, games or role plays or activities are only the means and not the end. Are you clear about the end result of your mentoring programme or at least about the training programme itself?
As a trainer you need to conduct the training on how to implement policy on formal mentoring. Again the policy on mentoring is not something to be downloaded from the internet but it has to be customised accordingly to your company's or client's requirements. Have you done customisation of policy?
It is the duty of mentors and mentees to implement this policy earnestly. It is this policy that brings similarity in the various pairs of mentor and mentee. The variation in handling the mentoring activity will kill the spirit mentoring programme.
I have been giving my comments on posts related to mentoring on this forum. You may go through the following links:
Go through the above links. The links will not provide you the games or role plays. But it will improve the general understanding of the subject.
26th February 2015 From India, Bangalore