generic protege orientation

McCARTHY MOTOR HOLDINGSMcCARTHY MOTOR HOLDINGS

Mentorship Programme


AGENDA•Introduction and Purpose of the Mentorship Programme

•What is Mentorship?

•Benefits of Facilitated Mentoring

•Definitions

•Roles and responsibilities

•Mentor Skills and Attributes

•Other supporting interventions

•The Process

•Documentation

•GOAL SETTING


What is the purpose of the programme?

• To respond to a lack of progress in EE management appointments

• To assist with the development and retention of black staff with high potential for advancement. As a means of retaining quality staff.

• To personally demonstrate Management commitment to EE


What are the more specific goals?

• Accelerated EE promotion rate over the next three years

• Succession depth, including cross franchise

• Empowerment of individuals

• Recognition of current talent pool

• Talent retention

• Accelerated learning

• Operational versus Strategic understanding

• Nurturing of good relationships


• A deliberate pairing of a more skilled or experienced person with a lessor skilled or experienced one, with the agreed-upon goal of having the lesser skilled person grow and develop specific competencies.

• An accelerated learning process.


•Structure and processes•Guide the desired change in behaviour•Evaluate the results•Development of skills and leadership abilities


ProtégéProtégé

ManagerManager MentorMentor


•Mentor•Protégé


MENTOR

- Develops the whole person and not just the job-related issues- Acts as a source of information about the company’s mission,

goals, policies communication channels, training programmes etc.- Acts as a sounding board- Challenges the protégé to acknowledge strengths and

weaknesses and to seek opportunities to overcome these.- Acts as a gateway to sources of information and people who are

able to add value.- Seeks opportunities for the protégé to practice and develop key

skills for the future.- Facilitates effective behaviour as to how to function in business.- Asks questions that encourage thought and growth- Shares personal work related experiences that will help the

protégé grow.- Sets development goals, coach and provide feedback on observed

behaviour.


PROTÉGÉ

- Identifies developmental needs and setting development goals.- Formulates an action plan for accomplishing goals.- Maintains of individual development plan documentation.- Has regular contact with the co-coordinator on the progress of the

relationship.- Compiles a Learning Log.


CO-ORDINATOR

- Promotes the programme- Maintains active relationships- Assists with development goals- Conducts group meetings of mentors and protégés when

appropriate. - Conducts mentor and protégé orientation.- Monitors progress of development with the participant- Maintains records- Co-ordinates activities- Reports to Executive Committee on progress of mentoring

programme- Provides resource for counselling on issues- Facilities conclusion of the relationship- Facilitates group discussions with mentors- Facilities group discussions with protégés


Company/Protégé Expectations

Being mentored does not guarantee career advancement, but it does significantly increase on-the-job learning and indirectly offers accelerated career growth opportunities.

It empowers the protégé to take responsibility for their own development.


Strong interpersonal skills Talks and listensOrganisational knowledge Extensive network resourcesExcellent managerial skills Has managed group of people

successfullyTechnical competence Mentor has skills that the

individual needs.Personal power and charisma A person whose opinions are

soughtStatus and prestige Well respectedWillingness to be responsible forsomeone else’s growth

Initiates coaching contacts withothers

Ability to share credit Talks and behaves teamwork.Patience and risk taking Willing to give it a try.


Pre-Work

• Assessments(Jung Personality/Aptitude

• Job Description review

• Performance Evaluation by manager

• Training Needs Analysis.

• Development Plans/Goals


Program Evaluation

Mentor Process

Introductory MeetingIntroductory Meeting

Monthly Meetings held

Quarterly Report

to

Coordinator

Agreement ConcludesAfter

Competence is certified/not


• Introduction• Why goals are important• Intense Desire• Write them Down, Tie them up• Making Goals Work• Planning, looking Ahead to get ahead• The remaining 90% Sheer

Persistence

CONTENT


SUMMARY MODULE 1

Why are goals Important:

•They help us focus on what we want

•They assist with getting us to do something about it.

•They give us more control over our own lives

YOU CREATE YOUR OWN DESTINY…

DON’T BLAME PEOPLE/CIRCUMSTANCES FOR WHERE YOU ARE


MODULE 2•WHAT MOTIVATES YOU?

•WHY?


MOTIVATIONSELF MOTIVATION IS THE KEY TO

SUCCESS andSUSTAINED MOTIVATION IS FROM

WITHIN so…Take STOCK nowCHANGE your thinkingSYNCHRONISEMake time to CAREFall in love with STRESSClearly DEFINE your GOALS


DreamVisualiseAttitudeDecision

MissionGoals

Objectives(Sub goals)

Plan of Action

Daily To Do List

Action!

Dream

AttitudeDecision

Visualisation

Main Goal

Sub Goal 4

Sub Goal 3

Sub Goal 2

Sub Goal 1


S SpecificDetailed and clear Description,

M MeasurableDefinable with Clear ParametersA Attainable/AchievableTo live a 1000 years or buy out Bill Gates is not attainableR RealisticDo not limit your Goals or vision but be realistic!T TimedSet Deadlines and firm Dates


“People don’t change their behaviour unless it makes a difference for them to do so”

(Fran Tarkenton)

The most important contributor to your personal success will be your ability to get other people to change their behaviour to match changing times. This is the biggest challenge facing anyone who needs to achieve goals through others. We meet so many people who moan about how their people won’t adjust to the new realities. Well, here’s the message: People won’t change if you threaten them. That will only send them deeper into their shells. No, people will only change if you can clearly show them the “how” of doing it. And you may just get them to change. By the way, if they don’t respond to the “why’, it’s not because they’re immovable. It’s because you couldn’t move them. Yes, success isn’t easy. It’s the cumulative result of doing the right thing, discovering it’s the wrong thing and then doing the right thing over and over again.

generic protege orientation

Business

development

behaviour

goals

acts

people

change

protg

thing