This document discusses mentoring at YES, including its philosophy, model, and benefits. It defines mentoring as an experiential learning process between two motivated individuals that enables the transfer of competencies and focuses on the career and individual potential of the mentee. The mentoring model involves initiation, redefinition, cultivation, and separation phases. Benefits for mentees include acquiring business behaviors, receiving professional information and guidance, emotional nurturing, and help in achieving potential and understanding organizational dynamics. Anyone interested, passionate, and willing to help others grow can be a mentor, while good mentees are aspiring, trustworthy, committed, and willing to accept feedback. The goal of mentoring is to provide continuous learning to support individual

1. - A discovery of Learning

2. Agenda
 Why Mentoring?
 What is Mentoring
 Mentoring @ YES
 Philosophy
 Model
 Mentee benefits
 Who can be a Mentor

3. Transfer of select Behavioral/ technical competencies.
Enabling better emotional CONNECT with YES.
What are the expected outcomes?

4. Thought
scalability
Performance
enhancement
Cultural
assimilation
Building
competencies
Knowledge
sharing
Talent
Management
Increasing
Sense of
belonging
Learning
organization
Organizational
capabilities
Innovation
W
H
Y
Addressing
aspirations
Why do we need Mentoring

5. What is Mentoring?
Is an “experiential learning process” between two motivated individuals that enables
transfer of specific competencies by focusing on the “both career and individual
potential” of the mentee and providing “anchors” to “Connect” with.

6. What Mentoring is “NOT”?
Is NOT “direct” coaching for the current role and does not focus on
performance alone

7. What does Mentoring involve?
 Two committed individuals and a interest.
 Sharing relevant experiences in enabling the mentee in finding solutions to a
problem.
 Creating awareness and perspective on organizational dynamics, systems and work
culture.

8. Mentoring- Coaching differences
Coaching Mentoring
Concerned with task Implications beyond task
Focuses on skill & performance Capability and potential (unknown to known)
Line Manager role Works best offline
Agenda set by the coach Agenda set by the mentee
Emphasises feedback to the learner, explicit
Emphasizes feedback and reflection by the learner,
implicit

9. To provide a continuous experiential learning environment in alignment
with the organization’s philosophy of individual growth.
Our Mentoring Philosophy

10. WHERE I AM NOW
Invisible/Latent
Potential
Mentor
attributes
Mentee
attributes
Organizational
Support
WHERE I WANT TO BE
MENTORING
Behavioral /Technical
MENTEE MENTEE
MENTOR
Tapped potential
The Mentoring Model

11. Initiation
•Fantasies
•Apprehension
Redefinition
•From mentor to peer friendship
•Gratitude and appreciation increase
Separation
•Most of the planned learning over
•Need for the mentee to “move on”
•Slow disengagement starts
Cultivation
•Develop Mutual respect
•Gradual opening up
•Seeking help
•Emotional bond deepens
•Maximum growth for mentee
The Mentoring Model

12. Enter the
relationship
Emerge
Through learning
Exhibit potential
and
Skills
Excel at
work
Joining YES
Identify Suitable
Mentor
Program overview
to Mentee
Introduction of
Mentor & Mentee
Individual
Growth
Learning
Beyond Work
What is in it for Mentee?

13. So, What can Mentee expect from
my mentor?
 Help in acquiring appropriate business behavior
 Share professional information
 Give vision- share dreams- help in achieving potential
 Helps in thinking for self
 Emotional nurturing by listening & counseling
 Helps understand what is real and what is not

14. Who can be mentors?
 Any individual who has the interest, passion and potential to
 Lead.
 Share knowledge.
 Learn by teaching.
 Help in individual’s growth.
 Who has the desirable characteristics of being
 Supportive
 Focused
 Open mined
 Active Listener
 Deserving Not Demanding 

15. Who can be a Mentee?
 Competencies for a good Mentee
 Aspiration to develop self.
 Should Trust and be trustworthy.
 Task Driven.
 Committed.
 Responsive.
 Willing to take feedback.

16. “Mentoring does not cost time, but rather creates
time as those mentored expand the organization’s
capabilities”