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Preface. <p>Chapter 1. Introduction.</p> <p>Chapter 2. Planning and Providing Infrastructure.</p> <p>Chapter 3. Participant Recruitment and Selection.</p> <p>Chapter 4. Matching Mentors and Protégés.</p> <p>Chapter 5. Training.</p> <p>Chapter 6. Mentoring Structure and Processes.</p> <p>Chapter 7. Monitoring and Program Evaluation.</p> <p>Afterword.</p> <p>References.</p> <p>Appendices</p>

<b>Tammy Allen Ph.D.</b> is professor of psychology at the University of South Florida. Her research interests include mentoring, career development, work-family relationships, occupational health psychology, and organizational citizenship behavior. Her research has been published in journals such as <i>The Journal of Applied Psychology</i>, <i>Personnel Psychology</i>, and <i>Journal of Vocational Behavior</i>. <p><b>Lisa M. Finkelstein Ph.D.</b> is an associate professor of psychology at Northern Illinois University. Her research interests include mentoring, age and generational issues in the workplace, obesity bias, and humor in the workplace. Her research has been published in journals such as <i>The Journal of Applied Psychology</i>, <i>The Journal of Organizational Behavior</i>, and <i>Human Resource Management</i>.</p> <p><b>Mark L. Poteet Ph.D.</b> is President of Organizational Research & Solutions, Inc., a management consulting practice based in Tampa, Florida. His practice specializes in human resource selection, performance management, employee training and development, and managerial and executive assessment and coaching.</p>

This book presents an evidence-based best practice approach to the design, development, and operation of formal mentoring programs within organizations. It includes practical tools and resources that organizations can use such as training exercises, sample employee development plans, and mentoring contracts. Case studies from organizations with successful mentoring programs illustrate various principles (e.g., how the mentoring program is aligned with other organizational systems) and suggest best practice contemporary strategies.

"Designing Workplace Mentoring Programs by Allen, Finkelstein, and Poteet does an excellent job of applying relevant theoretical and empirical research for designing, implementing, and evaluating formal mentor programs. I believe that both academicians and practitioners will enjoy and benefit from reading this book."<br /> –<b>Daniel Turban,</b> University of Missouri <p>"The collective mentoring experiences of leaders from major companies went into this well researched book. Read it first and save yourself a lot of misdirected efforts creating an exemplary program for your organization."<br /> –<b>Barry M. Cohen, Ph.D.,</b> Consulting Psychologist</p> <p>"Allen et al. have created a very practical and useful guide to developing workplace mentoring programs. For any HR Professional considering implementing such a program in their organization, this should be their blueprint."<br /> –<b>Mariangela Battista, Ph.D.,</b> Vice President, Organizational Culture & Effectiveness, Starwood Hotels & Resorts Worldwide, Inc.</p> <p>"This essential volume offers a practical blueprint for building effective mentoring programs from the ground floor up. Using case interviews, best practices, and existing research, the authors offer a comprehensive guide that is firmly rooted in cutting-edge research. This is a “must-have” resource for every practitioner’s bookshelf."<br /> –<b>Belle Rose Ragins,</b> University of Wisconsin-Milwaukee</p> <p>"If you are planning or currently implementing a mentoring program—this book is a must read. Its clear, concise presentation of research, combined with action plans and case studies takes the guesswork out of program success."<br /> –<b>Ann Gowdey, MSW,</b> Principal, Ann Gowdey Consulting</p> <p>"Allen and colleagues have artfully presented a comprehensive, well integrated set of evidence-based recommendations for the design, delivery and evaluation of formal mentoring programs in organizational settings. This book is positioned to have a major impact on the field of mentoring and is sure to enhance the mentoring experience for mentors, protégés, and organizations alike."<br /> –<b>Lillian T. Eby,</b> Professor of Psychology, University of Georgia</p> <p>"For the first time, Allen and colleagues have artfully presented a comprehensive, well integrated set of evidence-based recommendations for the design, delivery and evaluation of formal mentoring programs in organizational settings. This is a must read book for practitioners, who have been heretofore relying primarily on anecdotal evidence to help them create effective mentoring programs, often times with mixed success. The book also has strong appeal to academics because it provides a roadmap for cutting-edge, timely, and important research that can further reduce the science-to-practice gap related to organizational mentoring. The authors should be commended for their ability to take empirical research on formal mentoring programs and create a set of user-friendly guidelines and diagnostic tools to assist in the development of formal mentoring programs. This book is positioned to have a major impact on the field of mentoring and is sure to enhance the mentoring experience for mentors, protégés, and organizations alike."<br /> –<b>Lillian T. Eby,</b> Professor of Psychology, University of Georgia</p>

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