|
“You do not lead by
hitting people over the head-
that’s assault, not leadership.” –Dwight D. Eisenhower
Establishing a
mentoring system is the most effective way to develop employees throughout
the organization to be prepared to accept challenges and exceed goals
without going through the expense of hiring outside coaches. Mentors
benefit almost as much as mentees from this process by lifting their own
performance while assisting others in their quest for excellence. This
course is completely customized to fit your organization’s existing
mentoring system. If your organization does not currently have a system
established, Cornelius & Associates has experience in developing these
programs, which include selecting appropriate candidates.
Learning
Objectives
-
Understand the significance and system
for your organization’s mentoring program
-
Understand and demonstrate the role of
mentor and the role of mentee - what is expected and what cannot be
expected
-
Understand the importance of mutual
mentoring
-
Understand the mentoring relationship:
its purpose and the phases
-
Demonstrate the Four-Phase approach to
one-on-one coaching
Audience
This course is required for any employee
helping to establish and maintain the organization’s mentoring program or
any employee participating in the program: mentors and mentees.
Course
Outline
Mentoring Guidelines
 |
What is Mentoring? |
|
|
What Does it Mean to Be a Mentor? |
|
|
Characteristics of Promising Mentors |
|
|
Establishing Productive Mentoring
Relationships |
|
|
Clarifying Expectations |
|
|
Matching People and Mutual Consent |
|
|
Methods of Mentoring |
|
|
Instructions for One-on-One Coaching
Sessions: The Four-Phase Method |
|
|
Mentoring Risks and Preventions |
|
|
The Joys of Mentoring |
|
|
Reflections Exercise |
|
|
Mentoring Resources |
Your Organization's
Mentoring System
|
|
Specifics for the Mentor on Your
System |
|
|
Specifics for the Mentee on Your
System |
|
|
Review of Information Learned |
|
|
Exercises and Case Studies
|
Mentor/Mentee
Expectations
|
|
What is Expected of the Mentor |
|
|
What the Mentor Should and Should Not
Expect From the Mentee |
|
|
What is Expected of the Mentee |
|
|
What the Mentee Should and Should Not
Expect From the Mentor |
|
|
The Mentor as a Teacher/Advisor |
|
|
The Mentor as a Coach Motivator |
|
|
The Mentor as a Model |
|
|
The Mentor as a Promoter/Sponsor |
Phases of the Mentor
Relationship
|
|
Initiation |
|
|
Cultivation |
|
|
Separation |
|
|
Re-Definition |
"First Meeting Prompter"
|
|
Importance of First Meeting |
|
|
The “First Meeting Prompter” Form |
|
|
Exercises: The Four-Phase Approach |
Program Format- 3 Days
This program is completely customized around
an established mentoring system. The program length can vary depending on
the organization’s need. Many organization-specific cases and examples
are added to this program. Enrollment is limited to 20 participants,
which guarantees the optimum instructor-small group coaching, feedback,
interaction and personalized attention participants deserve. A class size
of 12-16 participants is optimum.
|
