Background
With the realities and challenges of today’s global workforce, organisations are investing in ways to grow their talent and prepare future leaders, create and sustain a culture of high-performance, and encourage continual learning and sharing.
The missing link between a promising employee and a successful one is having access to mentoring in a relationship that challenges and supports growth.
Developing mentors within organisation means that a learning environment is created where new, aspiring and talented junior to middle management employees can be supported on their development journeys and integration into their new executive position. Mentors share their corporate knowledge, wisdom and experience to help develop mentees who are recognised as having potential for growth.
A structured mentoring approach assists with integrating a company culture, developing a shared language, creating networks and ‘learning the ropes’. Mentoring programmes assist in building capacity within organisations to develop leaders, retain talent, improve performance, and change culture, thereby building a pipeline for future leadership within the organisation
However, mentoring is not simply a process of having interesting conversations. Specific skills need to be acquired by mentors to ensure that mentoring objectives are determined and achieved and that knowledge is turned into practice. A mentoring programmes trains mentors in those skills so that the company value out of creating a mentoring network.
We successfully design, facilitate and implement mentoring programmes, to guide organisations in the process from beginning to end.
Our mentoring methodology and approach
- Is results-oriented;
- Is based on the neuroscience of learning;
- Is ideal for use with intelligent and busy people;
- Facilitates change through highly productive conversations;
- Unlocks insight in minutes;
- Supports clear goal achievement;
- Is designed to significantly increase learning and performance;
- Provides a structured framework for sustainability and success.
Mentoring Process
The mentoring process runs over a period of time with preparation that takes place before the training and input during and after the training process.
- Initial selection process
Company champions are selected as mentors, undergoing a selection process before joining which could include personality assessment, EQ assessment, recommendation by manager or pre-training interview. - Programme briefing
Initial meeting to introduce the programme outline, expectations, commitment required and objectives. - Training programme
Two day mentor training programme using brain based learning approach. - Mentor profiles
Create mentor profiles for mentor database. - Mentee selection
Mentee is selected based on potential for growth in organisation, in consultation with manager and/or HR business partner. - Matching process
Mentee and mentor are matched carefully to ensure a successful relationship. - Beginning mentoring relationship
- Supervision
Ongoing supervision process – individual and/or group. - Evaluation and feedback
Programme includes 6 training modules:
- Importance and value of mentoring;
- Definition of mentoring and role of mentor;
- The neuroscience approache;
- Conversational models;
- Mentoring Process;
- Putting it all together.
We can provide support at any level of detail required, from running the entire process for you to guiding you through managing the process in-house.
Samantha Amit – Leadership Coach and Mindfulness Practitioner
Samantha helps managers be more present, more confident and to focus on what and who is important, to excel and thrive at work and life.
Inspiring managers to grow and together make a global impact.
Transforming people and companies for the future.
Contact
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