Our way of “Mentoring” desires to affect higher rates of stability and satisfaction in a changing business landscape that calls the mentee into new collaborative relationships and new systems of delivery. Mentoring is an effort to integrate the formation dimensions of Spiritual development, Business development, Intellectual development, and Human development as the mentee moves into a new phase of his/her life.

2. Charter
Objectives Meeting 1 to 3: Deliverables
 Our mentoring relationship is voluntary 1. What is it that you really want to be and do?
 Mentor can teach, not just do 2. What are you doing really well that is helping you get there?
 Mentor and mentee are accountable for their participation 3. What are you not doing well that is preventing you from getting there?
 Mentoring is a partnership and a formal long term relationship 4. What will you do different tomorrow to meet those challenges?
 Career Mentoring 5. How can the mentor help / where do you need the most help?
 Responsibility of confidentiality, trust and respect
Resources Meeting 4 to 8: Deliverables
Mentor: Identify your needs and wants Self-discovery and unleashing as yet unrealised potential:
•Peter Schellinck Invigorate to consider new approaches and •Uncover your leadership skills
other ways that could be useful for you •Stay connected to your vision so you can easily walk the path to success –
Mentee: and your organisation in leadership, in your business, in your community, personally and
•… Innovate by developing creative solutions professionally
with your team •Achieve team synergy
Sponsor: Integrate your goals with your team •Discover and understand “Emotional Intelligence”
•…. Implement an agreed course of actions and •Manage cultural/organisational/workplace diversity
monitor progress to a successful •Develop long-term career and personal goals for work/life balance
outcome •Identify stress factors and develop appropriate stress management
strategies
•Identify a range of ongoing professional/personal development options
Scope :
• Create a “gift culture” •Meeting 9 & 10: Deliverables
• Start with specific work needs •Taylor made closing sessions
• Make it two-way •Networking incl. one on one’s with 2 renown Board Members
Results and Targets Goals
• At all times the mentor must listen with intent to understand rather • Mastering and embracing change
then respond. • Thinking like an entrepreneur
• The mentor should always be there for the mentee: one – on – one, • Managing your own career
phone and email. • Promoting yourself
• Secure that all important human feeling of well being. • Lifelong learning and wisdom

3. Proposed Initiatives - Timelines
Aug + Sept Oct 2012 Dec 2012 Jan 2013 Mar + Apr Jun + Jul + Sept + Oct + Dec
2012 2013 2013
1 + 1 1 Meeting 2 1 Meeting 1 + 1 1 + 1 + 1 + 1 Meetings
Meetings Meetings 1 Network Meeting 1 Network
Initiatives
deployment,
quick-wins
Closing Day
identification & Review Day
implementation Instal
l Monitor and adjust Reporting and Follow through
Target and
Timelines
Validation of
Install Control
Synergies
Mentoring
Architecture Design Install Testing Monitor and adjust
Design Pre Mentoring Install Core Mentoring
Phase Phase Control
Mentoring
Operations
Monitor and
Design Install adjust Control
Reaching
Goals
Design Install Control
Closure

4. Mentoring Architecture
Knowledge component
Cognitive power Network Development Resilience
Seed Mentoring Core Mentoring Self Mentoring
Diagnostics
DEPENDENCY DEVELOPING EMPOWERING
Emotional Intelligence Co - Network Share Goals Schedule
Social component
Design Install Testing Monitor and adjust Control

5. Phases of our mentoring relationship

6. Deliverables
Mentoring Programme
Seed Mentoring Core Mentoring Self Mentoring
DEPENDENCY DEVELOPING EMPOWERING
• Target, personality and • The dynamics between and the • Self assessment, re-profiling
timelines validation. specific role of the CEO and and amended CV.
• The analysis of the functioning president. • Defining the skills of the
of the board and the different • Identifying success factors of the mentee to become a successful
committees. presidency concerning group CEO and MoB + addressing
• The importance of good dynamics, visualizing the gaps.
governance by setting goals and improvements and working out • The roll of ethics and social
evaluating its functioning. the process for improvement. responsibility of executives in
• The personal development plan • Describing the government our changing environment.
of the mentee. culture that suits best the profile • Progressing and converting
• The experience to date of the of the mentee. mentee to mentor.
mentee as president of the • Non executive and independent • Entrepreneurial finishing
council. Board membership analysis. touch
• Workload, experience and • Net work meetings to cross • Identifying the best place in
current skills analysis. check board functioning the social and business
• Positioning the mentor as a efficiencies. environment for the next step.
mirror to the mentee. • GRC awareness and mitigation. • Good governance activist and
skillful network development.

7. Phases of relationship development

8. Conducting the mentoring meeting
Establish a relaxed, yet business like atmosphere
Gain consensus on the purpose of the meeting
Explore the issues from the mentee’s
perspective
Clarify and Challenge Stimulate Draw on own
elucidate assumptions analysis experience
Build Agree options Agree actions
Agree
confidence / for action / by both
milestones
motivation consideration partners
Summarise
Outline agenda for next meeting

9. What makes a
mentor/mentee?
Why be a mentor?

10. Mentor expectations
 A patient listener and eagle-eyed
 Inspires trust
 Gives advice without dictating actions
 Encourages independence yet offers support
 Offers constructive criticism as well as
compliments
 Open and honest
 A good role model through actions and
words
 Willing to spend time, reach out, and share
 An effective intermediary

11. Mentee expectations
 Asks questions
 Willing to be mentored
 Strives to give his/her best at all times
 Accepts criticism graciously
 Learns from mistakes
 Has courage to try new things
 Accepts responsibilities
 Open and honest
 Respectful and grateful
 Listens, watches, learns, grows

12. Why Mentor?
 Satisfaction in knowing you had an impact
on someone’s professional and personal
development
 Develop leadership skills and build confidence
 A link with“the younger generation”
 Get a fresh perspective from your mentee
 Increase productivity
 Help develop your professional network
 Receive recognition from peers and
superiors

13. Why Mentee?
 Have an ally to help you through many
hurdles
 Benefit from another persons experiences
 Opens networks that would otherwise be
closed
 Life-long help with career advancement
 Practice for being a good mentor

14. Mentoring program
 My way of “Mentoring” desires to affect higher
rates of stability and satisfaction in a changing
business landscape that calls my mentee into
new collaborative relationships and new
systems of delivery.
 Mentoring is an effort to integrate the formation
dimensions of Spiritual development, Business
development, Intellectual development, and
Human development as the mentee moves
into a new phase of her life.

15. Life flow
mentee