Objectives:

This program has been designed to support those organizations seeking to introduce an organizational Mentoring Culture into their work company environment. The course delivers a detailed step by step recipe for establishing and sustaining a comprehensive mentoring framework within the organization.

The benefits Organizational Mentoring can bring to your organization include;

• From an HR perspective Organizational Mentoring’ supports ‘Talent Management’, improves employee retention, increases morale, accelerates leadership, builds stronger and cohesive teams and promotes organizational learning.

• Organizational Mentoring engages stronger synergy and commitment across all levels of the organizational structure, pulling together the individual processes which often work in a fragmented manner giving rise to a lack of accountability, harmony and responsible direction.



What Will They learn?

• Discover the benefits Organizational Mentoring bring to the organization large or small.

• How to prepare your organization or department to embrace a mentoring culture within its framework.

• Understand the ‘culture’ of your organization and its impact and influence on employee behavior, achievements and the strategic performance of the organization.

• Delegates with work through the key strategic points of introducing an organizational Mentoring framework and culture into their company.

Who should attend:

Engineers and Project Managers. 

Top Management

Marketing Managers

Sales Managers

Operations Manager

Finance Manager

Human Resources Manager

Daily Outlines:

Day 1

What is Mentoring?

* Explore the definitions of Mentoring.

* What is Mentoring? What experience do the delegates have in Mentoring?

* What is the difference between Mentoring and Coaching?

* Explore Maslow’s ‘Hierarchy of Needs’ theory.

* What are the measurable benefits of introducing an organizational?

* Mentoring framework and resulting culture into the organizational.

Organizational Mapping

* What do we understand by ‘Organizational Mapping?’

* Introduce the ‘Organizational Mapping’ process

* How to indentify and recognize the organizational ‘Learning Anchors’ that already exist within the company

* Explore and manage the ‘Consistency’ of Practice’ processes within your company

* Discover the learning style of the organization, department or team?

Day 2

Organizational Culture

* Understand what ‘Organizational Culture’ is, and its impact on employee behavior and commercial performance.

* Schein Theories of Culture & Leadership –Examine the ‘Cultural

Dynamics’ of the organization through the identification of diverse cultures and sub cultures found in the company.

* What is understood by the term a ‘Learning Organization’?

Examine the 7 Learning Disabilities with an organization (Peter Senge.) Discover their influence and impact on individual and organizational performance.

Building A Learning Culture

* Understand the characteristics of a Learning Organization.

* Introducing the 7 key management processes.

*Organizational Mentoring

* Explore the Theory of the 5th Discipline (Peter Senge)

* Discover what issues and practices stop or slow down individual and organizational performance.

* Understand how we learn. Examine the characteristics of Kolb’s learning theory

* Investigate McGregor’s ‘X’ and ‘Y’ theory



Day 3

Implementing A Mentoring Culture

* How to prepare the ‘Planning Model’ Who will be included and engaged in the initial planning?

* How to manage the 3 elements of the Planning Model – Readiness, Opportunity and Support.

* Explore Daloz Theory which defines the7 functions that support Organizational Mentoring

* Establishing the planning group guidelines.

* How to successfully manage the processes of implementation.

* Identifying danger areas and short comings associated with the Implementation process.

* Define and categorize what we mean by mentoring and education

* Promoting demand towards mentoring within the organization.

The Hallmarks of Mentoring

* Examine the 8 ‘hallmarks’ of Organizational Mentoring.

* How to create a ‘Mentoring Pool’

* Building and managing a Knowledge Management checklist.



Day 4

Securing Mentoring Alignment

* Aligning the implementation process with the organizational framework

* Introducing and working with the Mentoring Alignment Tool.

* Identify role functions and managing the ‘Gap analysis’ process.

Promoting Accountability

* Define what we understand by the term ‘Accountability’

*Organizational Mentoring

* Clarify expectations – measurable and none measurable.

* Define roles and responsibilities of the all participants and ‘stakeholder’s.

* Introducing a monitoring process and a mean of measuring results and performance.

* Define and lay out the ‘Feed-back Cycle.

* Explore the approach and practices of ‘Cross Cultural’ mentoring and the types of approaches to be used.



Day 5

The Importance Communication

* Understanding the challenges of organizational communication in the Organizational Mentoring process.

* Compiling and managing a Communication Check List.

* Understand how communication transforms resistance.

* Explore Schuler Theory – Why People Resist Change’

* Discover how Communication promotes Knowledge sharing within large organizational structures.

* Manage mentoring communication – deciding the objectives and communication styles and methods for each ‘stakeholder’.

* Managing the communication process of Question and Answers.

Pulling it All together.

* An integrated session designed to pull together all theory and practical exercised together. To allow the delegate to depart with a clear ‘road map’ supporting by working documents and templates which will allow them to manage the role and function of Organizational Mentoring to their

respective company.