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Mentoring

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How much we expect from leaders of teams vs support we could offer to them.

Published in: Leadership & Management
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Mentoring

  1. 1. Leader’sdevelopment– mentoring Skills’ Crafter – Jadwiga Mstowska www.skillscrafter.pl
  2. 2. Deloitte report According to Deloitte Global Human Capital Trends „ Building leadership remains paramount, ranking as the No. 2 issue in 2015 year’s survey.Yet despite the fact that nearly 9 out of 10 respondents surveyed cite the issue as “important” or “very important,” the data also suggest that organizations have made little or no progres” Companies are struggling to develop leaders at all levels and are investing in new and accelerated leadership models. Companies are actively exploring new approaches to learning and development as they confront increasing skills gaps.
  3. 3. The Hackett Group
  4. 4. What doyou expect from middle management? Awareness Knowledge Skill Mastery Whatarethe requiredcompetency levels?
  5. 5. How leaders are supported in your oragnisation? First time in leader’s role  Leaders academy  HR basics for leaders  Coaching upskilling  360 assessment  Support from middle mgmt  Project mgmt upskilling Middle or senior leader role  360 from reporting team leads  End year review – feedback  Informal managers network  Internal coaching or mentoring  Learning on the job Is it fair summary? Do you think you do enough ? Do you assess results?
  6. 6. ... Majority of learning initiatives for Leaders ofTeams are  Not structured  Ad-hoc  Not tailored for specific needs  Not assessed against expected results
  7. 7. MENTORING Do you face „on the job” challenges? Is your team experiencing issues in the area pf proces, performance or motivation? Let’s meet and check your expectations Then work couple sessions on agreed area You will soon notice changes in your approach that will have impact on your deliverables
  8. 8. MENTORING FRAMEWORK individual sessions OBJECTIVES  Support middle management in developing specific skills on the job  Having as a result dedicated solutions for their operations  Building higher level of self awareness in the specific field  Provide opportunity to discuss, assess & bounce ideas with partner having business knowledge DELIVERY MODEL  1-2-1 ssesions  Up to 6 mentoring meetings (1 hour each)  1-st sessions to agree on goals, timelines and expectations  4 working sessions with middle check point  6-th closing session – assessing results, agree follow up TARGET AUDIENCE Middle management = leaders of teams Or talents that should grow quicker in role  New in role (up to 2 years)  Lack of dedicated L&D programmes  Specific challenges in operations  Difficult change (migration, restructuring)  Leadership at storming phase (50% new)  Underperformance/ low KPI results SUCCESS FACTORS  Careful choice of target audience  Quality of competence gap assessment  Good decision about working topic/topics  Good match btw needs & mentor’s experience  Agree on goals & success definition  Building real business partnering relation  Delivering business solution while growing competency
  9. 9. MENTORING FRAMEWORK mentoring circles OBJECTIVES  Support group of middle managers in developing specific skills on the job  Working together to understand synergy effect  Building higher level of self awareness in the specific field  Provide opportunity to exchange ideas, discuss options utilising fully mentor’s business knowledge DELIVERY MODEL  Group ssesions with experienced senior leader  Up to 6 mentoring meetings (1 hour each)  Pre-work required before each session  Commitment for actions after each session  Report out on results – in agreed format TARGET AUDIENCE Up to 4 leaders of teams Or talents that should grow quicker in role  New in role (up to 2 years)  Lack of dedicated L&D programmes  Specific & common challenge in operations  Difficult change  Teams at storming phase (50% new)  Underperformance/ low KPI results SUCCESS FACTORS  Careful choice of leader’s group  Quality of competence gap assessment  Good decision about working topic/topics  Match needs vs mentor’s experience  Agree on goals & success definition  Building real business partnering relation
  10. 10. Let’s build further steps based on your feedback What do you have In place? What are mentoring needs? nominations criteria?
  11. 11. SEE YOU SOON

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