When one considers mentoring, the image of a seasoned corporate sage conversing with a naïve young recruit comes to mind. Although there is a grain of truth in this statement, real mentoring is simply when someone helps another learn something that he or she would not learn if left alone. Our Executive Mentors are trusted advisors or learning coaches. Ideally, our mentors work in conjunction with a senior manager of the firm. In this way corporate leadership traditions and expectations can easily be incorporated throughout the mentoring process.
As long as a person doesn't know what he doesn't know, he doesn't grow.
Through mentoring we help the client:
- Learn to take more than one perspective on issues
- Probe to learn more about a situation
- Communicate more effectively
- Use feedback as a developmental tool
- Fulfill corporate expectations
- Bolster self-determination
- Network creatively
- Understand the environment in which they work
- Create a personal developmental plan
A mentor creates a safe climate for purposeful dialogue. This is why it is important that the mentor be from outside the organization. Even though there is a senior manager involved in the process, all communications between the mentor and client are kept in strict confidence. A Developmental Plan and a formal reporting structure involving the three parties are established at the outset.
A team doesn't win the championship if its players have different agendas.
Because the failure rate for newly appointed leaders is high, it is our opinion that every executive who takes on additional responsibilities should be mentored. Some of the statistics are alarming. Over 50 percent lack the capabilities to handle internal politics; 58 percent are unclear about company expectations and a full 82 percent fail to build appropriate networks. Knowing this, are you now ready to increase your company's success rate? Contact Us Today.