EU funds
EU funds
For management
Successfully implemented mentoring culture can be very beneficial to the organization, leading to high company profit and offering various benefits to the employees. It is essential then to equip the workforce with some core skills, especially that to become a mentor, one must be an expert in the chosen occupation. Set of cohesive competencies helps in building organizational culture but it is also a crucial requirement for building succession.
Mentorship can be understood in many different ways. However, its main goal is to teach, inspire and guide a process of professional development or growth of another individual, in order to show a significant measurable progress of improved competencies.
Standard approach to mentoring in the organizations distinguishes its two types: strategic and operational mentoring
Strategic mentoring consists of two basic aspects of management: planning and completing the process of succession; succession understood also as know-how and talent acquisition. In other words – creating a culture of a self-learning organization.
Operational mentoring relates to both optimizing the use of knowledge resources in the organization, as well as to the wide context of various business processes.
When it comes to successful identification of high potential and building succession, it is necessary that the mentor possesses the following traits (required and valued by the organization): communication and cooperation, goal-orientation, leadership, knowledge, personal development and growth.
Successfully implemented mentoring culture can be very beneficial to the organization, leading to high company profit and offering various benefits to the employees. It is essential then to equip the workforce with some core skills, especially that to become a mentor, one must be an expert in the chosen occupation. Set of cohesive competencies helps in building organizational culture but it is also a crucial requirement for building succession.
The strategic objective of mentoring projects is to create a culture of conscious support and growth through the implementation of the mentoring process. The main highlights of the mentorship course we offer are:
Stage I - Preliminary workshop – initial situation analysis – mentoring and building succession as a management process (creating process concept and its implementation). Assessment Center testing, plus 360 review and ExtendedDISC behavior style assessment tool – describing the potential of the mentors (to allow for adequate planning of effective and useful actions boosting their competencies). Main goal of this stage is to realize the necessity of creating specific management processes in terms of mentoring and succession. Our diagnostic workshop will allow managers to look at the organization in a wider context, in order to point out and notice the necessity to deal with the modern business challenges, such as: creating of the mentoring culture and self-learning organization or building employee satisfaction.
Stage II - Introductory workshop includes creating a plan of action, setting the measurement indicators, the length of the process, describing the role of the mentor etc. After the initial diagnosis, along with the HR/managers/project team, we will come up with a detailed plan of action, allowing those groups of interest to be more committed in the project.
Stage III - training for mentors in terms of developing their expert skills, having previously completed assessment center and adult learning process testing, mentoring principles etc. We recommend boosting the implementation process with individual, one-on-one, sessions. We want the training to not only relate to the process of strict learning and development, but also to bring personal and managerial competencies to the next expert level so that managers can transition into the role of a mentor without any fear or doubts.
Stage IV - monitor project progress and review the expected results (additional 360 review, consultations, on the job mentoring).
The most important job of a mentor, whether he/she shares his knowledge, skills, works on improving the attitude of commitment or motivation, is to create procedural (not declarative) change. In other words, the main goal is to build the desired attitudes and behaviors; knowledge and skills sharing are just means to achieve this goal. Therefore, besides theory and expert knowledge in a particular area, mentor has to possess various skills related to the methodology of teaching (mentoring, training and coaching) as well as develop personal skills and talents such as communication skills, emotional stability, empathy etc.
We are a strong business partner. For over 25 years we have continued to care and improve employee skills, we create unique and effective programs and processes based on the newest market developments. Mentorship is one of our focuses. We always tailor our courses to the specific companies, people and their needs and strive to ensure that the employee’s development and growth has a direct impact on the improved company performance. If you’d like to find out what we can offer
