The document proposes a mentorship program for Hyatt Hotels to address high turnover rates among millennial employees. The program would pair new or recently hired employees with more experienced mentors. Mentors and mentees would meet monthly and participate in activities together. The goals are to engage employees, provide opportunities for growth, and improve retention. Evaluations would assess the program's success in strengthening relationships and reducing turnover. Stakeholders who would benefit include Hyatt, hotel owners, employees, and shareholders. Expenses are primarily for incentives and rewards, with additional costs in staff time to implement the program.
This document discusses best practices for mentoring programs and provides a case study of M&T Bank's mentoring program. It begins by outlining critical components of successful programs, including defining goals, identifying mentees/mentors, program design, implementation, and evaluation. It then details M&T's program which was developed to increase engagement, productivity, and retention. Key aspects included a 10-month partnership, networking opportunities, and learning about the organization. Mentees and mentors were identified and paired through a multi-step process. The program was then designed, implemented and evaluated over two years, showing positive results for mentees such as increased learning, engagement, and career opportunities.
How to Create Mentoring Programs That Work | Webinar 05.26.15BizLibrary
So, you think a mentoring program might be a good idea? Or maybe you’ve started one, but it’s lost its steam? Most organizations don’t think of mentoring as a formal strategy. Here’s a question to consider, how much does it cost to lose a professional employee? According to Fortune Magazine it costs $50k to $100k and key leaders cost even more!
Mentoring can help you address key business issues like succession planning, manager and supervisor development, rapid growth, attracting and retaining top talent, training reinforcement and diversity. In this webinar we’ll discuss how mentoring will help you overcome key business challenges and provide 7 key steps to create a program that will actually work and improve organizational productivity and performance.
www.bizlibrary.com
1) The document defines mentoring as a collaborative partnership between a mentor with greater skills and experience and a protégé seeking to increase their skills. It discusses the responsibilities and benefits for both mentors and protégés.
2) It recommends establishing a formal mentoring program to help new employees, promote underrepresented groups, and ensure knowledge sharing. A good program can help with retention and development.
3) The document outlines the stages of an effective mentoring relationship - preparing, negotiating goals and expectations, the active enabling stage, and eventual closure as the protégé becomes independent. It provides tips for starting and maintaining successful mentoring partnerships.
Mentoring has been widely recognized by top firms as an extremely beneficial career development tool, affecting employees’ success, job satisfaction and turnover rate. Mentoring PowerPoint Presentation Content slides include topics such as: 8 steps of mentoring, 29 points on emotional intelligence, 5 slides on organization’s gains, 6 mentor gains, 5 protégé’s gains and responsibilities, different ways of mentoring, qualifications for a mentor, general rules and guidelines, identifying candidates for protégé, and life cycle of mentoring relationship, increasing the pool of talented people, reducing recruiting and training costs, how to's and much more.
The document discusses developing an effective mentoring program, including defining the roles of mentors and mentees, the various stages a mentoring relationship progresses through, skills needed for mentoring, and tips for setting up a mentoring scheme. Mentoring can help with career development, psychosocial support, and organizational effectiveness when structured programs with goal-setting are implemented. Effective mentoring involves establishing trust, providing guidance and feedback, and supporting the mentee through career and personal growth.
Mentoring involves an experienced teacher providing guidance and support to a new or less experienced teacher. It aims to help novice teachers transition into the profession and continue developing their skills. Some common misconceptions are that mentors have power over mentees, must be older, and take a long time. However, mentoring can be a mutually beneficial relationship regardless of age, last various durations, and involve different communication methods beyond just face-to-face. Setting up formal mentoring programs in institutions can help pair teachers and provide structure to support novice teachers entering the field.
The document outlines the steps to successful mentoring relationships. It discusses the roles and responsibilities of mentors and mentees. The seven steps include: learning about mentoring, discussing keys to success, having initial and follow up meetings, concluding the partnership, and considering a formal mentoring program. Mentors are responsible for sharing expertise, expanding networks, and providing feedback. Mentees are responsible for setting goals and being open to learning. The benefits for both include personal and career development.
The document discusses building a successful mentor program. It defines mentor and mentee roles, outlines the benefits of mentor programs, and shares lessons from the Austin Women's Council mentor program. Their program experienced challenges recruiting mentors and engaging professional members. Enhancements included clarifying roles, promoting the program through various channels, and bringing mentors together regularly to improve the program. The presentation aims to help others establish effective mentorship structures and strategies.
This document discusses best practices for mentoring programs and provides a case study of M&T Bank's mentoring program. It begins by outlining critical components of successful programs, including defining goals, identifying mentees/mentors, program design, implementation, and evaluation. It then details M&T's program which was developed to increase engagement, productivity, and retention. Key aspects included a 10-month partnership, networking opportunities, and learning about the organization. Mentees and mentors were identified and paired through a multi-step process. The program was then designed, implemented and evaluated over two years, showing positive results for mentees such as increased learning, engagement, and career opportunities.
How to Create Mentoring Programs That Work | Webinar 05.26.15BizLibrary
So, you think a mentoring program might be a good idea? Or maybe you’ve started one, but it’s lost its steam? Most organizations don’t think of mentoring as a formal strategy. Here’s a question to consider, how much does it cost to lose a professional employee? According to Fortune Magazine it costs $50k to $100k and key leaders cost even more!
Mentoring can help you address key business issues like succession planning, manager and supervisor development, rapid growth, attracting and retaining top talent, training reinforcement and diversity. In this webinar we’ll discuss how mentoring will help you overcome key business challenges and provide 7 key steps to create a program that will actually work and improve organizational productivity and performance.
www.bizlibrary.com
1) The document defines mentoring as a collaborative partnership between a mentor with greater skills and experience and a protégé seeking to increase their skills. It discusses the responsibilities and benefits for both mentors and protégés.
2) It recommends establishing a formal mentoring program to help new employees, promote underrepresented groups, and ensure knowledge sharing. A good program can help with retention and development.
3) The document outlines the stages of an effective mentoring relationship - preparing, negotiating goals and expectations, the active enabling stage, and eventual closure as the protégé becomes independent. It provides tips for starting and maintaining successful mentoring partnerships.
Mentoring has been widely recognized by top firms as an extremely beneficial career development tool, affecting employees’ success, job satisfaction and turnover rate. Mentoring PowerPoint Presentation Content slides include topics such as: 8 steps of mentoring, 29 points on emotional intelligence, 5 slides on organization’s gains, 6 mentor gains, 5 protégé’s gains and responsibilities, different ways of mentoring, qualifications for a mentor, general rules and guidelines, identifying candidates for protégé, and life cycle of mentoring relationship, increasing the pool of talented people, reducing recruiting and training costs, how to's and much more.
The document discusses developing an effective mentoring program, including defining the roles of mentors and mentees, the various stages a mentoring relationship progresses through, skills needed for mentoring, and tips for setting up a mentoring scheme. Mentoring can help with career development, psychosocial support, and organizational effectiveness when structured programs with goal-setting are implemented. Effective mentoring involves establishing trust, providing guidance and feedback, and supporting the mentee through career and personal growth.
Mentoring involves an experienced teacher providing guidance and support to a new or less experienced teacher. It aims to help novice teachers transition into the profession and continue developing their skills. Some common misconceptions are that mentors have power over mentees, must be older, and take a long time. However, mentoring can be a mutually beneficial relationship regardless of age, last various durations, and involve different communication methods beyond just face-to-face. Setting up formal mentoring programs in institutions can help pair teachers and provide structure to support novice teachers entering the field.
The document outlines the steps to successful mentoring relationships. It discusses the roles and responsibilities of mentors and mentees. The seven steps include: learning about mentoring, discussing keys to success, having initial and follow up meetings, concluding the partnership, and considering a formal mentoring program. Mentors are responsible for sharing expertise, expanding networks, and providing feedback. Mentees are responsible for setting goals and being open to learning. The benefits for both include personal and career development.
The document discusses building a successful mentor program. It defines mentor and mentee roles, outlines the benefits of mentor programs, and shares lessons from the Austin Women's Council mentor program. Their program experienced challenges recruiting mentors and engaging professional members. Enhancements included clarifying roles, promoting the program through various channels, and bringing mentors together regularly to improve the program. The presentation aims to help others establish effective mentorship structures and strategies.
An effective mentoring program supports leadership development and healthy workplace relationships. It fosters succession planning and requires management and employee commitment. The presentation defines mentoring, distinguishes it from coaching, and outlines the importance for organizations, mentors, and mentees. It discusses characteristics of effective mentoring relationships and roles of mentors in providing guidance, sharing experience, and helping mentees understand organizational culture. The presentation provides templates for mentoring sessions and answers frequently asked questions about establishing and evaluating successful mentoring relationships.
Workplace Mentoring by Alex Clapson June 2013Alex Clapson
Are you considering introducing a Mentoring Scheme, or are you just curious about the many benefits. My paper on Workplace Mentoring is a quick-read, well referenced & a good starting point. I do hope that you enjoy reading it & feel free to contact me.
Mentoring has an invaluable role to play in developing leaders in your organisation. This Slideshare outlines some tools and techniques to make mentoring relationships more effective.
To find out more about how you can use mentoring as part of your Talent Development Strategy, download your FREE Talent Development Audit at www.antoinetteoglethorpe.com/talent-development-audit
The Audit will help you assess how effective your talent development strategy. Learn how to increase your competitive advantage; engage, retain and develop your best people; and save serious amounts of time and money.
Download your FREE Talent development Audit at http://www.antoinetteoglethorpe.com/talent-development-audit/
This document provides guidance for implementing a mentoring program within an organization. It outlines the objectives and benefits of the program, including developing employees, teaching new skills, and retaining institutional knowledge. The roles of the Program Director, mentors, and mentees are defined. The Program Director is responsible for managing all aspects of the program, including recruiting participants, matching mentors and mentees, and assessing progress. Mentors should be people-oriented, good motivators, effective teachers, and secure in their positions. Their role is to support mentees' professional growth. The program aims to last 9-12 months and provide leadership development opportunities for all involved.
Mentoring PowerPoint PPT Content Modern SampleAndrew Schwartz
144 slides include: 8 steps of mentoring, 29 points on emotional intelligence, slides on organization’s gains, what the mentor gains, what the protégé’s gains with responsibilities, different ways of mentoring, qualifications for a mentor, general rules and guidelines, identifying candidates for protégé, the life cycle of a mentoring relationship, increasing the pool of talented people, reducing recruiting, training costs, how to's and more.
Coaching and mentoring are development techniques that use one-on-one discussions to enhance skills and performance. Coaching focuses on teaching, motivating, and encouraging employees to achieve their goals, while mentoring is a relationship where a more experienced mentor provides career guidance to a protégé. Both provide benefits such as increased skills, promotions, and satisfaction for both parties. Effective coaching and mentoring require setting goals, providing feedback, and overcoming obstacles through open communication and planning.
How to Create a Mentoring Program That Works | Webinar 08.18.15BizLibrary
Mentoring can help you address key business issues like succession planning, manager and supervisor development, rapid growth, attracting and retaining top talent, training reinforcement and diversity. In this webinar we’ll discuss how mentoring will help you overcome key business challenges and provide 7 key steps to create a program that will actually work and improve organizational productivity and performance.
www.bizlibrary.com
“Leaders become great, not because of their power, but because of their ability to empower others” ~ John Maxwell.
One key way to empower your team is Coaching and Mentoring, and this quick guide on coaching and mentoring may be useful.
The Mentor / Mentee Relationship: How to Get the Best From Each OtherEmilyBennington
Emily Bennington successfully turned her very first boss into her mentor and, later, her coauthor. This webinar explores what both parties must contribute to build a mutually-rewarding experience.
Mentoring involves a developmental partnership where one person shares knowledge and perspective to foster the personal and professional growth of another. Mentoring relationships exist in many contexts like hospitals, universities, schools, corporations, and non-profits. Studies show mentoring improves employee retention, leadership skills, career advancement and job satisfaction for both mentors and protégés. It also benefits organizations by developing leadership, sharing knowledge, and aligning employees with business goals. Effective mentoring programs set clear goals, gain leadership support, hold leaders accountable, and measure outcomes.
The document outlines a mentoring training program for mentors and proteges. It provides definitions of mentoring, mentors, and proteges. It details the objectives of the mentoring relationship and program. The mentoring process involves proteges and mentors registering online, completing assessments, attending workshops, setting goals and development plans, having regular meetings, providing feedback, and completing evaluations. Tools and resources are available on the mentoring website to guide the process.
5 Types of Modern Mentoring That Can Benefit Your OrganizationKatie Mouton
Modern mentoring goes beyond the traditional one-to-one mentoring model that has been adapted through the years. Traditional mentoring is still popular, but with the increasing number of millennials joining the workforce, organizations are beginning to include more contemporary forms of mentoring. These programs embrace a new approach where everyone is considered equal, rather than senior or junior, and the mentoring environments are more casual or even virtual.
In this webinar, we discussed 5 modern mentoring concepts that can facilitate learning within your organization that is more agile and allows for a larger possibility of knowledge sharing.
Flash Mentoring – How does it work?
Virtual Mentoring – What are the pros and cons?
Group Mentoring – Advantages and Disadvantages.
Reverse Mentoring- How to make this relationship successful.
Speed Mentoring- How is it beneficial?
A mentor provides career guidance and support to a mentee. There are two main types of mentoring functions - career functions like coaching and exposure, and psychosocial functions like role modeling and counseling. The mentoring relationship progresses through stages from initiation to separation. Both mentors and mentees benefit, with mentees gaining career advancement and mentors helping develop the next generation. Formal mentoring programs aim to match mentors and mentees but research shows informal relationships may be more effective. Effective mentoring requires communication, setting goals, and awareness of relationship dynamics.
The document outlines a "Train the Trainer" initiative to improve guest service at a hotel. It discusses poor reviews about rude staff and lack of attention to guests. The initiative will standardize coaching, accountability, and guest service expectations through workshops. Department heads will ensure team members attend workshops and provide daily coaching to reinforce guest-focused behaviors like smiling, acknowledging guests, and maintaining attention to detail. The goal is to motivate staff and create a guest experience culture.
Mentoring involves a sustained relationship where an experienced adult offers support and guidance to help a younger person face challenges and correct problems. It encompasses being a role model, teacher, coach, counselor and champion who helps develop a mentee's career. Effective mentoring requires commitment, listening skills, understanding different perspectives, and building trust and a supportive relationship over time to encourage growth and improved performance in the mentee. When done well, mentoring can help a mentee advance their career, gain responsibility and understanding of the workplace, and avoid potential pitfalls.
This document discusses mentoring in the workplace. It defines mentoring as a personal enhancement strategy where an experienced person facilitates the development of another by sharing resources, expertise, values, and skills. It describes mentors as generally being in higher positions than mentees, who are new to an organization. Mentoring relationships can be formal through company programs or informal. The benefits of mentoring include avoiding unnecessary resignations and supporting organizational success. Mentors should be willing to share knowledge, act as role models, and value others' opinions.
This mentorship handbook provides guidance for establishing an effective mentoring relationship. It outlines the roles and responsibilities of both mentors and mentees. The handbook also provides tools to structure mentoring meetings, including developing goals and tracking progress. These tools are meant to help mentors and mentees get the most out of the relationship by clarifying expectations and facilitating open communication and growth.
The document discusses strategies for effective communication and teamwork. It emphasizes clear goal setting, establishing regular communication schedules, celebrating milestones, providing feedback, and ensuring language and cultural support when working with diverse teams. Recognizing the importance of social factors and group dynamics, it recommends defining roles, encouraging collaboration, addressing conflicts promptly, and involving employees in decision-making.
The document discusses Coca-Cola's approach to human resource development and mentoring programs. It outlines key differences between mentoring and coaching, with mentoring focusing more on building long-term relationships to help protégés understand company culture and career paths, while coaching emphasizes achieving specific performance goals. A 10-step mentoring process is also described that matches mentors and protégés, orients them, establishes agreements and periodic meetings to develop the protégé. Success requires voluntary participation outside normal reporting lines and integration with other development efforts.
An effective mentoring program supports leadership development and healthy workplace relationships. It fosters succession planning and requires management and employee commitment. The presentation defines mentoring, distinguishes it from coaching, and outlines the importance for organizations, mentors, and mentees. It discusses characteristics of effective mentoring relationships and roles of mentors in providing guidance, sharing experience, and helping mentees understand organizational culture. The presentation provides templates for mentoring sessions and answers frequently asked questions about establishing and evaluating successful mentoring relationships.
Workplace Mentoring by Alex Clapson June 2013Alex Clapson
Are you considering introducing a Mentoring Scheme, or are you just curious about the many benefits. My paper on Workplace Mentoring is a quick-read, well referenced & a good starting point. I do hope that you enjoy reading it & feel free to contact me.
Mentoring has an invaluable role to play in developing leaders in your organisation. This Slideshare outlines some tools and techniques to make mentoring relationships more effective.
To find out more about how you can use mentoring as part of your Talent Development Strategy, download your FREE Talent Development Audit at www.antoinetteoglethorpe.com/talent-development-audit
The Audit will help you assess how effective your talent development strategy. Learn how to increase your competitive advantage; engage, retain and develop your best people; and save serious amounts of time and money.
Download your FREE Talent development Audit at http://www.antoinetteoglethorpe.com/talent-development-audit/
This document provides guidance for implementing a mentoring program within an organization. It outlines the objectives and benefits of the program, including developing employees, teaching new skills, and retaining institutional knowledge. The roles of the Program Director, mentors, and mentees are defined. The Program Director is responsible for managing all aspects of the program, including recruiting participants, matching mentors and mentees, and assessing progress. Mentors should be people-oriented, good motivators, effective teachers, and secure in their positions. Their role is to support mentees' professional growth. The program aims to last 9-12 months and provide leadership development opportunities for all involved.
Mentoring PowerPoint PPT Content Modern SampleAndrew Schwartz
144 slides include: 8 steps of mentoring, 29 points on emotional intelligence, slides on organization’s gains, what the mentor gains, what the protégé’s gains with responsibilities, different ways of mentoring, qualifications for a mentor, general rules and guidelines, identifying candidates for protégé, the life cycle of a mentoring relationship, increasing the pool of talented people, reducing recruiting, training costs, how to's and more.
Coaching and mentoring are development techniques that use one-on-one discussions to enhance skills and performance. Coaching focuses on teaching, motivating, and encouraging employees to achieve their goals, while mentoring is a relationship where a more experienced mentor provides career guidance to a protégé. Both provide benefits such as increased skills, promotions, and satisfaction for both parties. Effective coaching and mentoring require setting goals, providing feedback, and overcoming obstacles through open communication and planning.
How to Create a Mentoring Program That Works | Webinar 08.18.15BizLibrary
Mentoring can help you address key business issues like succession planning, manager and supervisor development, rapid growth, attracting and retaining top talent, training reinforcement and diversity. In this webinar we’ll discuss how mentoring will help you overcome key business challenges and provide 7 key steps to create a program that will actually work and improve organizational productivity and performance.
www.bizlibrary.com
“Leaders become great, not because of their power, but because of their ability to empower others” ~ John Maxwell.
One key way to empower your team is Coaching and Mentoring, and this quick guide on coaching and mentoring may be useful.
The Mentor / Mentee Relationship: How to Get the Best From Each OtherEmilyBennington
Emily Bennington successfully turned her very first boss into her mentor and, later, her coauthor. This webinar explores what both parties must contribute to build a mutually-rewarding experience.
Mentoring involves a developmental partnership where one person shares knowledge and perspective to foster the personal and professional growth of another. Mentoring relationships exist in many contexts like hospitals, universities, schools, corporations, and non-profits. Studies show mentoring improves employee retention, leadership skills, career advancement and job satisfaction for both mentors and protégés. It also benefits organizations by developing leadership, sharing knowledge, and aligning employees with business goals. Effective mentoring programs set clear goals, gain leadership support, hold leaders accountable, and measure outcomes.
The document outlines a mentoring training program for mentors and proteges. It provides definitions of mentoring, mentors, and proteges. It details the objectives of the mentoring relationship and program. The mentoring process involves proteges and mentors registering online, completing assessments, attending workshops, setting goals and development plans, having regular meetings, providing feedback, and completing evaluations. Tools and resources are available on the mentoring website to guide the process.
5 Types of Modern Mentoring That Can Benefit Your OrganizationKatie Mouton
Modern mentoring goes beyond the traditional one-to-one mentoring model that has been adapted through the years. Traditional mentoring is still popular, but with the increasing number of millennials joining the workforce, organizations are beginning to include more contemporary forms of mentoring. These programs embrace a new approach where everyone is considered equal, rather than senior or junior, and the mentoring environments are more casual or even virtual.
In this webinar, we discussed 5 modern mentoring concepts that can facilitate learning within your organization that is more agile and allows for a larger possibility of knowledge sharing.
Flash Mentoring – How does it work?
Virtual Mentoring – What are the pros and cons?
Group Mentoring – Advantages and Disadvantages.
Reverse Mentoring- How to make this relationship successful.
Speed Mentoring- How is it beneficial?
A mentor provides career guidance and support to a mentee. There are two main types of mentoring functions - career functions like coaching and exposure, and psychosocial functions like role modeling and counseling. The mentoring relationship progresses through stages from initiation to separation. Both mentors and mentees benefit, with mentees gaining career advancement and mentors helping develop the next generation. Formal mentoring programs aim to match mentors and mentees but research shows informal relationships may be more effective. Effective mentoring requires communication, setting goals, and awareness of relationship dynamics.
The document outlines a "Train the Trainer" initiative to improve guest service at a hotel. It discusses poor reviews about rude staff and lack of attention to guests. The initiative will standardize coaching, accountability, and guest service expectations through workshops. Department heads will ensure team members attend workshops and provide daily coaching to reinforce guest-focused behaviors like smiling, acknowledging guests, and maintaining attention to detail. The goal is to motivate staff and create a guest experience culture.
Mentoring involves a sustained relationship where an experienced adult offers support and guidance to help a younger person face challenges and correct problems. It encompasses being a role model, teacher, coach, counselor and champion who helps develop a mentee's career. Effective mentoring requires commitment, listening skills, understanding different perspectives, and building trust and a supportive relationship over time to encourage growth and improved performance in the mentee. When done well, mentoring can help a mentee advance their career, gain responsibility and understanding of the workplace, and avoid potential pitfalls.
This document discusses mentoring in the workplace. It defines mentoring as a personal enhancement strategy where an experienced person facilitates the development of another by sharing resources, expertise, values, and skills. It describes mentors as generally being in higher positions than mentees, who are new to an organization. Mentoring relationships can be formal through company programs or informal. The benefits of mentoring include avoiding unnecessary resignations and supporting organizational success. Mentors should be willing to share knowledge, act as role models, and value others' opinions.
This mentorship handbook provides guidance for establishing an effective mentoring relationship. It outlines the roles and responsibilities of both mentors and mentees. The handbook also provides tools to structure mentoring meetings, including developing goals and tracking progress. These tools are meant to help mentors and mentees get the most out of the relationship by clarifying expectations and facilitating open communication and growth.
The document discusses strategies for effective communication and teamwork. It emphasizes clear goal setting, establishing regular communication schedules, celebrating milestones, providing feedback, and ensuring language and cultural support when working with diverse teams. Recognizing the importance of social factors and group dynamics, it recommends defining roles, encouraging collaboration, addressing conflicts promptly, and involving employees in decision-making.
The document discusses Coca-Cola's approach to human resource development and mentoring programs. It outlines key differences between mentoring and coaching, with mentoring focusing more on building long-term relationships to help protégés understand company culture and career paths, while coaching emphasizes achieving specific performance goals. A 10-step mentoring process is also described that matches mentors and protégés, orients them, establishes agreements and periodic meetings to develop the protégé. Success requires voluntary participation outside normal reporting lines and integration with other development efforts.
1) Mentoring involves an experienced person assisting and advising a less experienced person, based on a Greek mythological origin. A mentor guides a protégé in their career and development outside a normal work relationship.
2) When selecting mentors, organizations should choose individuals with knowledge and a positive attitude who are respected within the organization and can influence others positively.
3) A good mentoring program matches mentors and protégés, sets clear goals, and provides guidelines for the relationship and assessment of the program's success over time. Regular review of matches and mentor/protégé feedback is important.
"Empowering Early Career Success: Unveiling the World of Graduate Placement P...Placement 360.in
Graduate placement programs, also known as graduate schemes or entry-level programs, are structured initiatives offered by companies to recruit and develop fresh graduates into professional roles within their organization. These programs are designed to provide recent graduates with practical work experience, training, and mentorship opportunities to kick-start their careers.
Starting a Mentoring Program Empowering Growth andDevelopment.pdfMentorSocial
In the realm of personal and professional growth, mentoring programs stand as beacons of guidance, fostering invaluable connections between experienced individuals and eager learners. The journey to starting a mentoring program might seem like a daunting task, but with careful planning and a clear vision, you can create a platform that nurtures growth, fosters learning, and builds lasting relationships.
The Yosemite Mentoring Program offers NPS employees at Yosemite National Park opportunities to grow professionally through a formal 1-year mentoring relationship. The program pairs mentees with mentors to help mentees meet career and personal goals. Mentees and mentors will meet for at least two hours monthly and participate in workshops. Benefits include increased performance, retention, confidence, and knowledge sharing for both mentees and mentors. To apply, NPS employees submit an application by September 9, 2015 describing their goals and including a supervisor recommendation.
Businesses often deal with interns that deplete the office coffee pot or spend more time reading through social media than actually working. But, building a successful internship program, however, need not be an impossible task. You can build an internship program that draws motivated applicants who are ready to learn and contribute to your company if you take the proper approach and are committed to professional growth.
How to plan an outbound training sessionDiyanat Ali
Planning an Outbound Training Program
Outbound Training in India is known with lot of different names like Outbound Learning, Outdoor Learning. Adventure Based Learning, OBT Training. Corporate Offsite, Team Building program, Management Development Training etc.
The essence of Outbound Training is based on Experiential Education and the Experiential Learning Cycle that consists of various phases of learning from experience, reflection and transfer of the learning to the workplace settings by a facilitator who uses a method called questioning, debriefing or processing that is based on the experience and behaviors observed in the activity.
Valuable tips, suggestions and insights for those readers who are planning to start a mastermind group, or seeking to become an active member of a mastermind group in the near future.
This invitation-only program matches top talent employees with external executive mentors over 9 months to help them develop professionally and personally. The program aims to enable mentees to address specific development areas important for career success and organizational goals. Mentees receive one-on-one mentorship, workshops, and networking opportunities to broaden their knowledge and skills. The cost for sponsoring organizations is $2,950 plus GST per mentee.
The document provides an overview of programs offered by Transformational Synergies International (TSi), which include in-house, on-site, tailored, and one-on-one programs that are customized to meet client needs while developing skills for the 21st century global environment; it also lists contact information for TSi and requests interested parties to contact TSi to design a customized program.
Practice Paper: Addressing FAQs About MentoringAnnie Lo
This practice paper was prepared by Mr. Stanley Chak to share his insights on mentoring. Mr. Chak holds an MBA (Henley Management College) and an MS in E-Commerce Management (The Hong Kong University of Science & Technology).
This document provides an overview of the Women's Executive Leadership Programme. The 5-day programme aims to empower women leaders to optimize their individual and organizational performance. It covers topics like personal leadership development, negotiation skills, public speaking, and building high-performance teams. Participants will learn how to overcome challenges, maximize their potential, and turn business problems into career opportunities. The programme includes leadership training, social activities, and guest speakers. It is designed to help women leaders advance in their careers.
Developing Talent and Tapping into Potential Through Corporate MentoringTalentManagement360.com
Learn, with Talent Management 360, how corporate mentoring can push your organization to new heights by increasing retention, engagement and advancement. Your employees deserve those opportunities and your organization deserves employees that are prepared and equipped.
Sales Mentor A Training Book With The Exclusive Content.harsh157217
Introduction:
In the fast-paced world of sales, success often hinges on the guidance and mentorship one receives. Whether you're a seasoned sales professional or just stepping into the field, the right mentorship can make all the difference. "Sales Mentor: A Training Book With Exclusive Content" is a comprehensive guide designed to equip you with the skills, strategies, and mindset needed to excel in sales. This book goes beyond the basics, offering exclusive insights and techniques from seasoned sales mentors to help you reach new heights of success.
Chapter 1: Understanding the Sales Landscape
Before diving into the specifics of sales techniques and strategies, it's crucial to have a solid understanding of the sales landscape. This chapter provides an overview of the modern sales environment, including market trends, customer behavior, and emerging technologies. By grasping the broader context of sales, you'll be better equipped to navigate its complexities and adapt to changes effectively.
Chapter 2: The Role of Mentorship in Sales Success
Mentorship plays a pivotal role in the development of sales professionals. In this chapter, we explore the significance of mentorship and how it can accelerate your growth and success in sales. Drawing on insights from experienced mentors, we delve into the qualities of effective mentors and how to cultivate meaningful mentor-mentee relationships. Additionally, we discuss the benefits of both formal and informal mentorship and how to leverage them to your advantage.
Chapter 3: Building a Growth Mindset
A growth mindset is essential for success in sales, as it empowers individuals to embrace challenges, learn from setbacks, and continuously improve. This chapter focuses on cultivating a growth mindset and overcoming common barriers such as fear of failure and self-limiting beliefs. Through practical exercises and real-life examples, you'll learn how to adopt a mindset of resilience, curiosity, and adaptability, enabling you to thrive in the dynamic world of sales.
Chapter 4: Mastering Sales Fundamentals
Effective salesmanship relies on a solid foundation of fundamental skills and techniques. This chapter covers essential sales concepts such as prospecting, qualifying leads, delivering persuasive presentations, and handling objections. From cold calling to closing deals, you'll gain valuable insights and strategies to enhance your sales effectiveness and drive results.
Chapter 5: Leveraging Technology for Sales Success
In today's digital age, technology plays a pivotal role in sales enablement and productivity. This chapter explores the latest tools, platforms, and technologies reshaping the sales landscape. From customer relationship management (CRM) systems to sales automation software, you'll discover how to leverage technology to streamline your workflow, personalize customer interactions, and gain a competitive edge in the marketplace.
Chapter 6: The Art of Relationship Building
Sales is fund
This document discusses coaching and employee retention. It provides 5 steps to integrating coaching into talent management: 1) educate leaders, 2) identify coaches and participants, 3) manage expectations, 4) train coaches, and 5) measure success. It also discusses reasons employees leave, importance of retention, strategies like recognition, and challenges like monetary dissatisfaction. Employee motivation factors include intrinsic rewards like achievement and extrinsic rewards like pay. Engagement levels include actively engaged, not engaged, and actively disengaged employees.
Factual reasons why your company should provide coaching for your executives in China. Benefit from my 35+ years in business 22+ years in China, and Certified Professional Coach training and experience.
This document provides an overview of an executive leadership programme. The 5-day programme aims to help leaders develop skills like communication, negotiation, public speaking and team leadership. It will use interactive workshops, assessments and feedback to tailor training to participants' needs. The programme also includes social activities to immerse participants in British culture, such as tours of London landmarks and a theatre performance. It is accredited by the Institute of Leadership & Management and aims to have lasting impact on participants' careers.
Mastering the art of building an “a” team, by tom conrangisenberg1
The document discusses strategies for building an "A" team at a hotel. It recommends attracting top talent by paying market rates and providing career growth opportunities. It also suggests developing internal and external talent pipelines through university partnerships and referral programs. Additionally, the document outlines methods for assembling the team like shadow programs, assigning learning coaches, and providing regular performance reviews. It stresses the importance of retention efforts like rewards, acknowledgement programs, and clearly defined career paths to create a motivated and engaged "A" team.
Attrition Control and Retention Strategies for Changing times.pptAshrafUC1
The document discusses attrition control and retention strategies for changing times. It begins by outlining common reasons why employees leave such as money, stress, lack of career growth, and problems with management. To address attrition, the document recommends conducting exit interviews and surveys to understand reasons for resignations. It then provides various retention tools like offering competitive compensation and benefits, training managers, establishing career paths, implementing employee engagement practices, and fostering a fun work culture. The conclusion emphasizes the importance of effective human resource practices and policies to retain employees.
Attrition Control and Retention Strategies for Changing times.ppt
Mentorship Program Outline
1. Hyatt Hotels Mentorship Program
Hyatt Hotels Mentorship Program
Brett Busscher, Jenny Horne, Tiffany Jackson, Clay Knapp, Molly Smith,
Mia Sullivan, Yuer Xing, Madison Zyer
2. 2
Table of Contents
Hyatt Hotels Mentorship Program
TABLE OF CONTENTS
Program Objective…………………………………………………………………………………………….….…..1
1. Turnover Stats and Costs
2. Millennial Turnover
3. Program Purpose
4. Program Overview
Program Qualifications……………………..…………………………………………………………....…...............3
1. Mentor Qualifications
2. Mentee Qualifications
Program Structure…………………………………………………………………………………………….……...4
1. The Pairing Process
2. What to Expect
3. Session Suggestions
Program Incentives & Rewards…………………………………….………………………………………..……....5
1. Hyatt Sponsored Outings
2. Lunch and Learn Series
3. Reward Points
Code of Conduct……………………………………………………………………………………………………....6
1. Mentors and Mentees
Program Evaluation …………………………………………………………………………..………………….…..7
1. Biannual Survey
Business Proposal …………………………………………………………………………..………………….……..8
1. Program Implementation
2. Stakeholders
3. Expenses
4. Expected Benefit
3. 1
Objective
0%
15%
4%
8%
9%
5%
9%
20%
0%
5%
10%
15%
20%
25%
Silent Generation Baby Boom Generation X Millennial
Turnover for YTD 2016
TurnOver Corporate
TurnOver USA Hotels
Linear (TurnOver Corporate)
Linear (TurnOver USA Hotels)
Program Objective
1. Turnover Stats and Costs
As highlighted by the chart above, millennial turnover rate at Hyatt hotel properties is noticeably higher
than all other generational hotel turnover as well as millennial turnover at corporate Hyatt. This high turnover
inevitably leads to inefficiency in wasted time and money for Hyatt as a company.
2. Millennial Turnover
Much research and speculation has been done about the reasons behind high turnover rates for millennials,
particularly within the hospitality industry. Below is a summary of the most common motivators driving high
millennial turnover:
Lack of engagement in the workplace
Work does not feel purposeful or fulfilling
Lack of variety, challenges, or opportunities for exploration/growth in the workplace
Emotional exhaustion (“burnout”) - often leave if their job does not make them feel they are
reaching their full potential
Sense that personal values/aspirations are not aligned with goals of the company
4. 2
2
Objective
Program Objective
These findings were gathered and summarized from a large number of scholarly articles, including:
“Generation effects on work engagement among U.S. hotel employees”, International Journal of
Hospitality Management, (Gursoy and Park, 2012)
“Qualitative examination of employee turnover and retention strategies in international tourist hotels
in Taiwan”, International Journal of Hospitality Management, (Fu, Wan, and Yang, 2012)
“Impact of Job Burnout on Satisfaction and Turnover Intention: Do Generational Differences
Matter?”, Journal of Hospitality and Tourism Research, (Gursoy and Park, 2013)
3. Purpose of the Program
Hyatt’s purpose is “We care for people so they can be their best”. Of course, this applies not only to guests and
customers of Hyatt, but also to employees. This mentorship program aims to ensure that young new hires are being
cared for so that they can be their best in the workplace. In doing so, we aim to reduce high turnover rates of
millennial employees experienced at many hotel properties.
Addressing the top reasons Millennials leave jobs:
Lack of engagement in the workplace
Work does not feel purposeful or fulfilling
Lack of variety, challenges, or opportunities for exploration/growth in the workplace
Emotional exhaustion (“burnout”) - Millennials often leave if their job does not make them
feel they are reaching their full potential
Sense that personal values/aspirations are not aligned with goals of the company
The purpose of the mentorship program is to support the engagement and growth of new or recently
hired employees, foster meaningful and worthwhile relationships with experienced colleagues, and
encourage a sense of fulfillment and potential with their career at Hyatt.
In meeting these criteria, we aim to retain employees who are loyal and dedicated to the
company and reduce turnover for millennial employees at the hotel level
2. Program Overview
Pair a new hire or recently hired individual with a mentor (qualifications for mentor/mentee
provided on next page).
Pairs will meet casually on a monthly basis with flexibility in amount of meetings, location, duration,
etc.
Intention is for mentor to serve as a personal connection for new employees, not a ‘manager’
relationship. Someone who will provide support, advice, and connections to help further their
mentee’s career path, and ensure that mentee employees are feeling engaged, challenged, and
fulfilled by their employment. Mentees should see potential for growth within the comp
5. 3
Qualifications
Program Qualifications
1. Qualifications for Becoming a Mentor
A qualified mentor should meet the following criteria:
Three or more years in the hospitality industry or currently working at the manager level or higher
A knowledgeable background in the hospitality industry that reasonably exceeds that of the
mentee’s
The availability to meet with their mentee a minimum of once per month
An understanding of the organization, its structure, and career paths within Hyatt
Ability to model the Hyatt standard through professional behavior and sharing professional and
industry insights
2. Qualifications for Becoming a Mentee
A qualified mentee should meet the following criteria:
Be a new hire or an employee that has been with Hyatt for two years or less
Currently working at one of the Hyatt hotel locations
Be able to meet with their mentor a minimum of once per month
Have a personal interest in the hospitality industry
Have a desire for self-development and knowledge
6. 4
Program Structure
Program Structure
1. The Mentor/Mentee Pairing Process
Upon joining the mentorship program, mentors will be asked to complete a short questionnaire concerning
career goals and interests. For mentees, part of the onboarding process (or upon joining the program if currently
employed) will include completing the same questionnaire. After the questionnaire is completed a program
coordinator will work to match mentors and mentees based on their responses. Example questions could include:
What are you work/career goals?
What are your personal interests?
What are you looking to get from the mentorship program?
What’s your preferred method of communication?
What’s your preferred frequency of communication outside of monthly sessions?
What are your areas of professional interest? Professional expertise?
For mentors: What is your desired role of mentoring? (Career planning, motivator, resume building,
and so forth)
It is encouraged that mentors are paired with mentees within a relatable line of professional interests so that
mentors can share career related knowledge in order to motivate mentees to excel in their desired field. However, it
is preferred that mentors are not paired with someone that they have direct control over to avoid conflict of interest
between working and mentoring relationships.
2. What to Expect
Once a pairing is made, the mentor can then reach out to the mentee to discuss when their initial and future
mentoring sessions will be. The mentoring sessions themselves do not have to be formal or time-intensive, but
should occur a minimum of once per month either in person or through some communication medium. The
recommended length of each session is around an hour, although the quality of the session should be prioritized over
the duration.
During the initial sessions, the mentor should work with the mentee to determine of the structure of the
mentorship based on what their priorities and professional aspirations are. Additionally, the pair should discuss what
goals they want to work towards during the mentorship. The ultimate goal of each session should be a positive and
rewarding experience for the mentee that inspires them to pursue personal growth through learning, making
meaningful connections, and feeling valued as a Hyatt employee.
3. Ideas for Sessions
Lunch at a nearby restaurant or coffee house
An outing to a Hyatt property
Participating in a Hyatt-sponsored activity such as volunteering or fundraising
Inviting mentee to lunch with colleagues or aiding in networking
Inviting mentee to “Lunch and Learn” sessions and presentation
7. 5
Incentives and Rewards
Program Incentives and Rewards
The following are possible incentives or rewards to be included in the program to both encourage
participation on the mentor side as well as entice interviewees with the potential for involvement upon joining the
Hyatt team. The hope is that these incentives will encourage mentor/mentee pairs to stay involved with the program
and to grow in their relationship with each other as well as their relationship with the company.
Hyatt Sponsored Outings: All mentor/mentee pairs take a trip somewhere unique and exciting, such
boat rides, day trips to the beach or museums, traveling to a nearby city, or even a summer ‘Field
Day’ in which pairs play games, hold competitions, and do team building activities during a day-long
trip out to a local park or recreational space. Pairs would be encouraged to attend these outings
together to help foster the development of meaningful and lasting bonds between mentors and
mentees while having the chance to escape from routine and to travel off property for a day.
Suggested Frequency: Twice a year
Lunch and Learn Series: Mentees are requested to provide a list of skills/interests that they would
like the opportunity to learn or develop. Based on requests made by the mentees, hotels organize
Lunch and Learn sessions that are each focused around a particular skill, and recruit various mentors
on the property to speak about developing/perfecting a given skill or interest. For example, many
mentees may request to learn more about boosting their resume; the property would then assign a
mentor with the task of giving a small presentation on resume creation and improvement. Both
mentors and mentees would be encouraged to attend these Lunch and Learn sessions together as an
opportunity to connect while acquiring/improving useful skills.
Suggested Frequency: Once a month
Hyatt Points: Mentor/Mentee pairs earn ‘Hyatt Points’ for attending outings, Lunch and Learn
sessions, as well as on major anniversaries of their involvement with the program (i.e. 6 month or
one year anniversary of joining the mentorship program as a pair). These points can then be used in a
variety of different ways: a raffle at the end of the year where points function essentially as raffle
tickets, an auction in which mentors and mentees can bid on unique items with their points, or points
could simply be spent intermittently throughout the year on fun small rewards such as the
opportunity to park in the front lot of the property. There is plenty of flexibility in how this incentive
is used and each hotel property could work it into their Mentorship Program however they felt it
would fit best. The main purpose is to keep mentor/mentee pairs involved in the program and all of
its beneficial opportunities, while providing employees with fun and unique ways to stay engaged
and maintain a sense of variety at the workplace.
Suggested Frequency: Unique to each hotel property
8. 6
Code of Conduct
Code of Conduct
A Code of Conduct has been established to ensure that this program is a positive and rewarding experience
for all of those involved, regardless of how it is implemented in an individual Hyatt property.
Mentoring is a confidential activity, in which both parties have a duty to care for and respect one another.
Both Mentor and Mentee should be volunteers; either may dissolve the relationship if they feel it is not
working.
The Mentor’s role is to respond to the Mentee’s developmental needs and agenda; it is not to impose his or
her own agenda.
Mentor and Mentee should respect each other’s time and other responsibilities, ensuring they do not impose
beyond what is reasonable.
Mentors and Mentees are expected to conduct themselves in a positive, professional manner, and refrain
from judgment of co-workers.
9. 7
Evaluation
Program Evaluation
The Mentorship Program will be evaluated on a biannual basis to ensure that both mentors and mentees are
getting the most that they can out of the program, that relationships are forming in a healthy and beneficial way for
all involved, and to receive feedback regarding the structure of the program and the activities/outings held by the
individual property.
Evaluations will take place twice a year in the form of an online survey.
Both Mentor and Mentee will have the chance to rank the success of their partnership on a 1 to 10 scale, with
1 representing failure and 10 representing success.
The survey will also include a text box in which each mentor or mentee can write comments or suggestions
regarding the partnership, or the program in general. This is also where mentors or mentees can voice
concerns they may have about their partnership.
Individuals will be encouraged to share both positive and negative feedback, to ensure that
individuals not comfortable with voicing thoughts or concerns in person have a venue to discuss a
wide range of feedback they may have.
Evaluations will be collected and reviewed by designated HR staff in order to gain insight into and improve
individual mentor/mentee relations as well as to monitor the success of the mentorship program as a whole.
10. 8
Business Proposal
Business Proposal
1. How is this implemented in hotels?
After the program is developed in full, it will be implemented first within properties located
throughout the United States of America, and then expanded to a global implementation
Can be tested at hotels in the Chicago area (Hyatt Regency Chicago, Hyatt Regency McCormick
Place, Hyatt Regency O’Hare)
Through our research, it was determined that the program should be tested at “big-box”
hotels due to the higher turnover rates associated with these properties
The program is designed to be as flexible as possible. This will allow individual properties /
brands to tailor and tweak the program to best fit their specific needs
Ex: Change scope of program depending on size of hotel-smaller property can modify or
adjust plans and suggestions
Program is easily implemented, simply requires giving a set of guidelines/principles to hotels
which they can then alter as necessary to best suit their property.
Important to note that the ability to “roll out” the program will also depend on the size of
property and the size of the HR staff
2. Which stakeholders benefit?
Hyatt Corporation:
Engages employees and raises company profile; ‘corporate cares about us’
Reduces turnover, which equates to more money reaching the bottom line
Directly in line with Hyatt’s Purpose Statement
o “We care for people so they can be their best. We continuously listen, learn
and evolve to both meet and anticipate the needs of our colleagues. We believe
that being your best is about being your true self – engaged, fulfilled and ready
to take on the world”
Increased loyalty to the company at the hotel property level
Hotel Owners:
Increased profits at hotel properties lead to reduced ‘cost of sale’ for hotel owners
Employee turnover will be reduced, and employees will be more engaged with their
work.
o Also results in increased customer satisfaction
Increased retention equates to less time and money spent on training new employees
Ability to identify and retain employees with management level potential
o By pairing with a good mentor, can be groomed more quickly and efficiently to
move them into a more interesting position.
o Will result in retention of high-quality employees
Flexibility of the program allows for both wide-spread implementation and the ability to
tailor and tweak as the property see fit
11. 9
Business Proposal
Business Proposal
Employees:
Facilitates clear potential career paths and opportunities for advancement within the
company
Work will become more engaging, allowing for better performance
Opportunity to form meaningful relationships with mentors, mentees, and other
colleagues
o Learn more about their “extended Hyatt family members”
Improved networking and cross-department training. This will allow for employees to
better find the jobs within Hyatt that interest them
o Property wide improvement in employee camaraderie
o Learn more from colleagues and how fun/difficult their jobs are
Provides access to a wide range of experiences and activities that are fun and unique to
Hyatt hotel properties
o Mentor/Mentee outings
o Increased personal connection for employees
o Make the work environment more fun
Shareholders:
Increased value to the company through improved retention leads to increased stock
value
3. What are the expenses?
The actual dollar costs for this program are likely low, with expenses coming largely in the form of payment
for incentives/rewards of the program. The more prominent expense is additional time and work needed from
hotel employees for program implementation and execution.
Hotel HR have to set up program and enroll new hires
Find mentors to participate
Produce surveys for matching, analyze evaluations, plan outings/activities
Cost for these individuals comes in the form of additional time/work needed
Hotel Properties
Incentive system will likely incur costs to properties (funds for outings, activities, as
well as raffle/auction or other incentive for Hyatt Points system)
Time spent getting mentors/mentees involved in the program, as well as time spent at
outings/activities, and additional work and time needed from HR employees
12. 10
2
Business Proposal
Business Proposal
4. What is the expected benefit and is it impactful?
The main expected benefit is reduction in employee turnover or an increase in retention rates, depending on
how the issue is framed. The program itself was designed to reduce employee turnover within the millennial
demographic at Hyatt hotels, which currently sits at 20% - 7% higher than the turnover average company-wide.
Having such a high turnover rate for this demographic translates to dramatically increased costs, both time and
money, in training and hiring. This leads to widespread inefficiency across properties as excessive time and money is
spent to accommodate a high millennial turnover rate.
Consider an example from a study done at Cornell University School of Hotel Administration by Tony Simons
and Timothy Hinkin: “The Effect of Employee Turnover on Hotel Profits: A Test Across Multiple Hotels” (2001).
Authors Hinkin and Simons argue that the cost of rising turnover for a hotel increases with ADR. Additionally, they
calculate that, for a hotel with an ADR of $125, every percentage point increase in turnover results in additional
yearly costs of $32,750. We argue that, through implementation of our Mentorship Program, millennial turnover at
hotel properties will fall 7 percentage points, from 20% down to 13% (the average turnover rate for Hyatt as a
company). A fall of 7 percentage points in turnover multiplied by yearly cost of an additional percentage point rise in
turnover of $32,750 results in overall yearly savings of $229,250 / year at the property level for a hotel with an
ADR of $125. When we consider all Hyatt properties, whose ADR on average is ~$188, it is clear that average
savings for a Hyatt property will likely be even larger than the example given above. Thus, successfully reducing
turnover rate by even a small percentage will result in significant efficiency improvements in terms of time
allocation and money use across Hyatt hotel properties.
A secondary impact of implementing the mentorship program will be an increase in the positive attention that
is paid to both Hyatt Corporate and the individual Hyatt properties. The mentorship program highlights the
importance of the need to care for our colleagues, which is directly in line with the company purpose statement, and
works to ensure that colleagues do feel cared for at every level. As the mentorship program begins to take shape, it
can only help to make employees feel as if they are better connected to their peers, their extended Hyatt family, and
in turn will result in happier employees. Increased loyalty to the company is another benefit that can be expected
by instituting this program, as the meaningful relations that are developed through the program will make employees
more motivated to remain with the company. For example, if a mentor has made an impact on his or her mentee, that
mentee will be less likely to leave their employment with Hyatt because they will have to leave behind the
relationships they spent time fostering. Other world renowned companies have created mentorship programs and
subsequently had success with them in the past; companies such as Google, GE, and Intel are all examples of such
companies.
By examining what members of the millennial demographic want most from their job and in their lives, it
can be seen that many of these desires can be achieved through participating in a mentorship program. The
opportunity to have new experiences, create meaningful relations, and see and experience potential career paths can
all be provided through a mentorship program. In return, Hyatt will see a reduction in millennial turnover that will
save them significant time and money, and will retain more loyal and dedicated employees - an opportunity for
both increased efficiency and employee satisfaction that cannot be overlooked.