This programme is designed for any organisation looking to create a culture of mentorship within the organisation for senior leaders to be equipping junior leaders with the right skills and knowledge.
This course will give the participants to see the mentor’s perspective and will be given various different tools in order for them to succeed as a mentor.
At the end of the course, these participants will be given templates that they can follow to set goals with their mentees, ask the right questions and be able to create small wins together with the mentees.
The programme will have the “One Shared Journey Framework” designed by our partner. In this framework, participants will be brought through three different phases in mentoring. – Phase 1: Clarity, Phase 2: Competence and Phase 3: Climb.
Phase 1: Before someone can become a mentor, they would need to understand themselves very well. This phase allows the participants to understand their purpose and objectives and to define them clearly. They will also go through a segment to understand their strengths and weakness and create a commitment statement for themselves in regards to how they want to work on their strengths and what they want to do to work on their weakness.
By working on themselves, the participants will learn how to help the mentees to work on themselves as well by then learning how they can coach the mentee towards understanding their own purpose, mission, strengths and weaknesses.
Phase 2: This phase is all about adjusting and ensuring that the framework fits into their own perspective and ideology. The framework will only be a tool to be used, so therefore at this stage, participants will learn how to live with this framework and what they can learn from it. They will be given various scenarios in handling mentees and undergo scenario training to see how they can best mentor these employees coming under them.
Phase 3: In this phase, participants will learn how to stretch themselves to reach their potential. They will be challenged to answer difficult questions and be able to work out a road map for themselves as leaders/mentors. They will then be taught on how they can coach their mentees on stretching themselves and moving upwards. The final part of this stage will be giving back, where the mentors create opportunities for the mentees to give back to the community within the organisation or outside.
Doing so keeps the culture alive and the organisation would have created a cycle effect for their Mentorship programme.
0900hrs - Opening and Introduction
0930hrs - Understanding self: Quick activity to understand the purpose
1030hrs - Identifying strengths and weaknesses
1100hrs - Application as a mentor on what has been taught. How can I coach my mentee based on what I have learned?
1230hrs - Lunch
1330hrs - Commitment to actions
1400hrs - 3 Types of questions techniques
1400hrs - Scenario-based learning
1530hrs - Templates and structures to follow when mentoring
1630hrs - Wrap up
1700hrs - End of programme