Mentoring for Leaders Workshop

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Outline: Mentoring for Leaders Page 1 of 1

Mentoring for Leaders

Workshop

An Intensive and Experiential Program for

Senior Executives

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Objectives

The expected outcomes from the Mentoring for Leaders program include: To gain clarity what effective mentoring looks like

To understand how and why coaching is essential for effective mentoring To learn the key coaching competencies, processes and frameworks

To understand how to apply coaching during mentoring sessions and which other approaches a mentor may use for maximum effectiveness

How Progress-U Is Different for Your Benefit

1. Working with Highest Standards

All Progress-U coaches & trainers comply with (or exceed) and adhere to Progress-U’s coaching & training standards. Please refer to attached document.

2. Multi-Cultural Experience

All Progress-U coaches & trainers have lived and worked in Asia as well as overseas (Europe and/or North-America) and therefore are familiar with multi-cultural challenges the participants may face, no matter whether they are from overseas working in Asia or Asians working with Multi-National Corporations.

3. Continuous Research

Progress-U’s Partners keep researching the latest findings in making executive coaching more effective. Charlie Lang published his first book “The Groupness Factor” in 2005 and is currently authoring a book on Corporate Coaching Culture. Sebastien Henry is currently writing a book on Emotional Intelligence for Leaders in Asia.

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Our methodology

1. Preparation

In order to make sure that our services suit our clients’ needs as closely as possible, the participants will have to complete a preparation questionnaire prior to the training program. Additionally, a personality profiling assessment can be conducted before the seminar. We typically use Harrison Assessments. The use of the Harrison Assessments is recommended for longer-term development and to make the development process more effective.

2. Interactivity

We emphasize the need for highly interactive learning. During training sessions we use various coaching skills that help integrating the learning to the real situations that the participants face in their daily work.

3. Practical Learning

The participants need highly practical tools that they can use right in the middle of the action. We believe that theory is needed if and only if it makes it easier for the participants to master the tools they need.

4. Follow Up

We believe that it takes practice before any new learning can be translated into action. It is easy for participants to lose track of what they learnt once they are back to their daily responsibilities.

Therefore, our programs include some kind of follow-up procedure to make sure that the program will be effective. Ideally, follow-up includes both group coaching and 1:1 coaching sessions. Group coaching and 1:1 sessions can also be carried out by phone (conference calls for group sessions).

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Program Format

Key Elements

---Preparation • Preparation Questionnaire _{• Harrison Assessments Paradox Report - optional}

• Interviews (with 4-5 selected participants) – optional 1st_Workshop

Coaching for Mentor 2nd_Workshop

• 2-day Experiential and Intensive Workshop – maximum 15 participants

• Optional Executive Coaching for participants who completed the first 2-day workshop

• 1 day reinforcement Workshop - maximum 15 participants

Follow-Up

• Two Follow-Up Group Coaching Session (90mins each) approx. 3-5 weeks and approx. 8-12 weeks after the 2nd_{Workshop by}

telephone conference – maximum 10 participants each – session to be conducted by teleconference

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Program Outline

OUTLINE: Day I: Mentoring Fundamentals ---

About Mentoring

• The definition of Mentoring at your organization • The mission of a Mentor

• The distinction between Mentoring, Counseling, Coaching and Consulting

• Why Coaching is an essential Mentoring Skill • The optimal Mentoring Mindset

Understanding Myself (optional)

• Debriefing on Harrison Assessments Paradox Report including Drama Acting

• Identifying own strengths and areas for improvement to become an optimal Mentor

Introduction to Coaching as a Key Mentoring Competency

• The Definition of Coaching • The Pyramid of Influence

• Various approaches towards influencing

• Using coaching as a tool for effective influencing

The 4 Essential

Coaching Frameworks

• The Concept of Ownership • Being Non-Judgmental • Being Forward-Oriented • Sharing versus Advising

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OUTLINE: Day II (Full Day): Coaching Approach in Mentoring ---

Critical Coaching Competencies for Effective Mentoring

• Building Trust – the CRC Concept • Presence

• Active Listening • Effective Questioning

• Providing Constructive Feedback • Direct Communication

Mentoring Processes • For individual Mentoring Sessions: GROW Model • For a Mentoring Assignment: GAP Model • Progress-U’s ASSAPPP and 12-Steps Models

Other Mentoring Approaches

• Understanding the limits of coaching in mentoring • Different situational approaches such as consulting,

connecting, counseling, etc.

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OUTLINE: Day III (FULL DAY): Recap and Further Competencies

---Recap from the first 2 Days

• Review of what worked and what hasn’t • Recap of key concepts covered in Day I & II • Alignment on objectives for Day III

Further Coaching Competencies for Effective Mentoring

• Goal Setting (SMART & ITOCA)

• Gaining Commitment & Managing Accountability • Action Planning

Mentoring for Talent Development

• What is a ‘Talent’?

• How to Recognize Talent • Performance vs. Potential

Systematic Mentoring • Typical Roadblocks in Mentoring

• How to Ensure Continuity in Mentoring