PLANNED MENTORING
Planned mentoring can parade your through the 1990's as a leader in the band of companies with successful management teams. The traditional, informal, pat-a-buddy-on-the-back style of mentoring won't work today. The good-old-boy mentor may have the best of intentions, but we have found that even the best of intentions, fail without training.
Those who assume the role of mentor need to learn how to mentor effectively; the proteges need to learn how to benefit most from the mentoring received. Our Planned Mentoring Program helps work together to establish contractual agreements and to make their relationship accomplish specific goals.
We provide practical assistance in five areas: establishing goals tailored to your corporate need; proper matching of mentors with proteges; training both the mentors and the proteges; monitoring the program in process; and evaluation the effectiveness of the program at its conclusion.
The skills acquired and areas covered by our Planned Mentoring Program:
| A Process for Developing a Mentoring Program | Strategies for Facilitating Protege's Self Development |
| Essential Program Components | Basic Questions for Starting a Mentor Program |
| Potential Pitfalls and Solutions | Evaluation Strategies |
| Types of Mentoring Programs | What a Mentor Coordinator Does |
| How to Select Mentors and Proteges | Phases of a Mentor Relationship |
| Training Mentors and Proteges | Phases of a Mentor Relationship |
| Identifying Preferred Mentoring Style | Developing a Dynamic Mentor-Protege Relationship |
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