Training Effective mentoring

Participants: mentors, talent pool members.

Duration: 2 days

Training objectives: technology transfer  building a mentoring system, transferring training tools for young professionals in the workplace.

Results:

During the training, participants:

• Form a system  key concepts in the field of mentoring.
• They will learn how to individually approach the development of each individual employee.
• Get familiar with the methods  development of employees in the workplace at different stages of the life cycle of an employee in a position.
• Practice  skills in providing developmental feedback to employees.
• They will master the technique of conducting a developmental conversation with young professionals.
• Develop algorithms for working with "difficult" employees, overcoming resistance.
• They will be able to increase the effectiveness of business interaction in working with employees on a trial period.

Training includes the following activities:

• • Working with cases
  • Participant Role Play
  • Video analysis
  • Group and individual work
  • Exercise
  • Testing
  • Feedback
  • Theoretical blocks in the form of interactive lectures

Training program:

1. How to build a system of adaptation and mentoring in a branch

• Self-motivation of mentors
• Stages of adaptation of young specialists
• Features of adult learning (Koble cycle)
• Typology of employees, individual approach to each
• Learning objectives (motivation and skills development)
• Learning steps
• Personnel assessment tools (interviews, testing, surveys, workplace observation, appraisal)
• Rating scale
• Tools for evaluating the effectiveness of training, introducing theoretical knowledge into practice (Kirkpatrick model)
• Stages of making a decision on passing the probationary period, timely feedback to the manager in the language of facts

2. Workplace employee development tools

• Mentoring as a form of employee support
• Budding
• Shadowing
• Delegation
• Feedback
• Coaching
• Psychological support through empathy
• When to use which tool in connection with the life cycle of an employee in a position
• Teaching leadership roles (instructor, consultant, mentor, coach, facilitator)

3. Mentoring method

• 4 stages of mentoring
• Taking into account individual characteristics, channels of perception when teaching another
• How to convey information correctly so that the other person understands and accepts it
• Methods of explanation
• Checking comprehension and mastering

4. Feedback as a method of developing young professionals

• Level 5 Feedback
• Stages of developmental conversation
• Informative feedback
• Developmental feedback
• Constructive feedback
• Proactive, motivating feedback
• Rules and principles of feedback
• Working with employee reactions to feedback

5. Coaching Feedback

• Coaching as a way to transfer responsibility to an employee
• Principles of the Method - Awakening Responsibility and Consciousness
• Techniques for working with negative settings and resistance
• The ability to conduct a conversation using the method of questions
• Types of questions
• Types of listening: passive, active, empathic
• ORID model as a feedback tool
• The GROW model as a tool for adjusting the individual development plan of a young employee

6. Problem situations in learning

• Features of perception of generation x, y, z, possible difficulties of communication between generations and ways to overcome them
• Teaching young professionals in a multitasking environment

• "Chained student" - believes that he has no right to make a mistake, tense
• "Dependent student" - the student asks for any question, although he knows everything
• Guilty student - not self-confident.
• "Skeptic student" -  with great worldly experience and lost his status in a new position

• "Student is a manipulator" as a recognitionto overcome manipulation

If the program does not meet your expectations, please contact us. We can prepare a training and provide a trainer for your unique request.

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