CompetenceHIGH
Se
lf Re
lian
ce
HIGH
LOW
Direct Coach and
supportPartner
The Coachee does not
yet understand the task
and what is expected of
him. He will be unsure of
himself and his ability to
perform
The Coachee is growing in
confidence and is looking
for a deeper understanding
and recognition for
successful performance
The Coachee can perform
the task successfully on his
own. He is self reliant and
wants to be trusted and
supported when necessary
69
•
–
•
•
•
–
–
•
•
Social gaze
• Turkish based, significant European brewer
• CSR and Corporate Governance importance with tradition of family ownership
Mentoring Scheme Goals
• professional and personal growth• exchange experience, know-how &
knowledge• personal development, professional
relationships• learn mentoring & coaching methodology• support international corporate culture
Further information from scheme consultants Tim Bright www.oneworldconsulting.com and David Megginson
Summary of Programme• One year mentoring programme,
recommended one mentoring meeting per month, of 2 hours.
• Participants are volunteers• Not used as an assessment or evaluation tool.• Only two rules – confidentiality and mentors
and line managers not to discuss the mentee.• Initial workshops in Moscow for 3 days.
• 360 degrees feedback and networking event and mentee feedback to assist with matching
• Matched on third day and held initial meeting• Budget agreed for next 2 meetings to be face
to face then up to pairs - face to face; email and video conference - blended mentoring
British American Tobacco
• BAT Business and Leaders Program
• Began with Action Learning
• Next 12 months– 6 intensive two-day events
– 12 group coaching tutorials
– 12 individual coaching sessions
• Coaches and Senior leaders monitored new skill transfer to the workplace
Robson, 2004
Results
• Improved work habits and work climate
• New and advanced skills
• Nonparticipants notice positive changes
• Heightened sense of confidence
• Positive changes also impacted personal life
• Initiative
• Development and advancement
Wisma Metropolitan I, 14th floor
Jl. Jend. Sudirman Kav. 29, Jakarta 12920 , INDONESIA
Ph: (+62-21) 2510652 Fax: (+62-21) 2510652
www.peoplesearchindonesia.com
People Search INDONESIAExecutive Search Recruitment Solution
Be part of our TALENT network
Coaching Program
Integrated Coaching
Program
Wisma Metropolitan I, 14th floor
Jl. Jend. Sudirman Kav. 29, Jakarta 12920 , INDONESIA
Ph: (+62-21) 2510652 Fax: (+62-21) 2510652
www.peoplesearchindonesia.com
On Boarding
Coaching by function
Leader Coaching
First 3 Months
First 2 projects
Technical guidance
Close monitoring
End of 3 months review
IDP
Starting year with development
program
On Going Performance
Monthly coaching
Performance Review
Performance discussion
Mentoring
Program
in Nielsen
Mentoring Page 116
• Selection• Matching
Announcement
• Mentor• Mentee
• Manager
• Skill tips and traps
• Exchange of goals
Orientation
First Meeting
• Mentors
• Mentees
Check in
Completion
MENTORING PROGRAM
Listen & Understand Interests &
Gaps
Surface Real Issues
Clarify Perspectives
Summarize Key Points
Identify Actions
Follow Up from Previous
meeting
MENTORING MODEL
THE PERSPECTIVE
The
OpportunitiesThe Role
The
organization
THE MENTEE’S INTEREST
NEW IDEAS ARE
University
Relation
Recruitment
Process
Selection for ELP
G
A
P
E
L
P
On-boarding /
Orientation Program
Continuing ELP
program
Development
Path for GAP
Emerging Leaders Program
Target Participants
• Selected GAP participants who gain the highest Performance Appraisal results during the GAP program
Number of recruitments
• 4 graduates (4 CS)
Duration
• 18-months program
Methodology
• provides rotational assignments in the following functions:
• new business development,
• product management,
• research/data analysis,
• sales support,
• Marketing/PR.
• Allocated Mentor
“Indonesia 2014” Program Process RoadmapN
om
inati
on
Selecting
participants
-Calibration
with
Executive
Team
On boarding program+Individual Assessment Workshop &Team building activity+Individual Career Development Plan+Individual Rotation Plan
January,
2011
Mar, 2011 Nov, 2011
Final
Presentation&
Graduation
PHASE I
Selection Period
PHASE III
ELP Program and
Rotations
April, 2011
PHASE II
GAP Program
April, 2013
becomes a
manager!
CS
CR
GBS
CR/
RMS/GBSPSUCS RMS
3 Long rotations: 5 months, in
Business Units
2 Short rotation: 1.5 months, in
Corporate Functions and GBS
Assigned Mentorship
Graduate2011.05 2013.12
2-2.5 years
Page 121
Oct, 2011