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Mentoring geneva 2013

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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.

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Mentoring geneva 2013

  1. 1. CharterObjectives 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 respectResources Meeting 4 to 8: DeliverablesMentor: 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 synergySponsor: 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 optionsScope :• 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 MembersResults 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
  2. 2. 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 NetworkInitiativesdeployment,quick-wins Closing Dayidentification & Review Dayimplementation Instal l Monitor and adjust Reporting and Follow throughTarget andTimelinesValidation of Install ControlSynergiesMentoringArchitecture Design Install Testing Monitor and adjust Design Pre Mentoring Install Core Mentoring Phase Phase ControlMentoringOperations Monitor and Design Install adjust ControlReachingGoals Design Install ControlClosure
  3. 3. Mentoring Architecture Knowledge componentCognitive power Network Development ResilienceSeed Mentoring Core Mentoring Self Mentoring Diagnostics DEPENDENCY DEVELOPING EMPOWERINGEmotional Intelligence Co - Network Share Goals Schedule Social component Design Install Testing Monitor and adjust Control
  4. 4. Phases of our mentoring relationship
  5. 5. 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.
  6. 6. Phases of relationship development
  7. 7. 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
  8. 8. What makes amentor/mentee?Why be a mentor?
  9. 9. 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
  10. 10. 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
  11. 11. 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
  12. 12. 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
  13. 13. 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.
  14. 14. Life flowmentee

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