Mentorship

1. Purpose
Components of the Program
 Resource Management
 Corporate/Departmental Synergy
 Goal Setting and Delegation
 Reporting
Procedural Constituents
 Introduction to the program
 Layout of the training and projected results
 Team Exercises
 Workshops and Discussions
 Testing/Scoring
Potential Outcomes/Deliverables
 Long term leadership focus
 Effective and efficient use of resources
 Capacity Building
 Mitigation of unproductive elements
 Ranking candidates and identification of weak areas to be tested after 6 months
The points marked in yellow are optional. We can choose to exclude them.

2. Why we are here
 Purpose
 What does High Potential actually means
 Introduction to Operations
 Skills
 Time, People and WorkManagement
 Training & Opportunities
Important Skills
 Communication
 Collaboration (keeping all ends involved)
 Decision Making
 Conflict resolution
 Adaptability
 Team Building Activities
Managing Resources
 Time Management
 Work Management
 Team Meetings and their Importance

Exercises Involving Decision making
 Conflict Handling
 Assigning & Accomplishment of Goals
 Motivating Employees
 Explaining different waysof handling a team instead of managing your ow n-self. How to take decisions and handle
situations in a better w ay. Taking initiatives to involve a larger group of people informed about updates and also keeping
regular interval of sessions to engage w ith themand to know their issues and resolving them. Alw aysinvolving the high
potential of teams into group sessions to evolve themand also helping other members to take edge and learn fromthose
sessions.

 The sole purpose of having mentorship session w ith Analysts. Building skills and creating opportunities for them. Keep
building the team and making sure the upw ard movement to keep them motivated. Trying to learn their current state of
mind and preparing them for the next level in a better w ay.