Mentorship traditionally has been seen as a personal development relationship in which a more experienced or more knowledgeable person helps to guide a less experienced or less knowledgeable person.
However, true mentoring is more than just answering occasional questions or providing ad-hoc help. It is about an ongoing relationship of learning, dialogue, and challenge.
These are 2 to 4 day labs designed for Senior Leaders in the organizations who seek to take on active mentoring roles. These labs equip the Senior folks to learn and apply Mentoring Tools and Exercises that they can use in their mentoring relationships.
The participants have reported the tools and techniques offered in these programs as finest, practical and most useful.
RED Wisdom has worked as close partners with organizations like, Tieto and Amdocs, to foster mentoring and coaching culture. For organizations like Tieto, RED Wisdom has not only helped design Mentoring Framework, but has successfully rolled out interventions for over 3 years.
A RED Wisdom™ Mentoring Session entails:
- A sustained periodic, one and half to two hour conversation and dialogue focused around specific predefined or emerging topics
- A sustained investment of time to explore and identify new alternatives
- A safe and secured space to be yourself and explore challenges and opportunities
- Being in touch with yourself and exploring and Integrating hidden facets that can bring forth heightened level of effectiveness
- Small shifts that can have huge positive impact in the long run
Fast Shifts Coaching: We have evolved a simple, yet very focused coaching model, with the help of his experience and understanding over a period of last eight years of direct coaching experiences.
The model is based on Jungian framework, and is called Star Leadership and Coaching Model. The key focus areas under this model are:
- Sustaining peak performance over long stretches
- Leading with balance of head and heart to design work life balance in a sequential process
- Mentoring for next level of leadership position
- Managing stress healthily
- Leading in turbulent and crisis times
- Role change and transition
- Personal value clarification in large organization
Fostering A Mentoring Culture
Step 1. Identifying potential Sr. Leaders in the organization, who could serve as Mentors
Step 2. Identifying potential mentees who can benefit from such mentors within the organization
Step 3. Mentoring Lab for mentors
Step 4. Mentoring Inputs for both mentors and mentee over a period of 6 months
Step 5. Hand holding till the batch becomes independent
Step 6. Successful completion of mentoring relationships which continue for longer periods even after formal program completion