Mentoring 2.o
WARNING: this page is not what you are expecting.
The Next Level of Mentoring
Everyone has a part to play in an organization. Based on our past experiences, we possess some form of expertise. As the way we work evolves, traditional mentor programs need to pivot. One way organizations can support emerging leaders is to offer mentoring with a Mentoring 2.0 mindset.
This partnership-focused process empowers employees to mentor each other as equals, regardless of experience or title. This type of mentoring becomes a partnership that impacts both employees’ productivity, collaboration, and self-empowerment.
We shape the mentoring styles and processes currently in play and mold them to what your employees and the organization really need.
Elements of the Mentoring 2.0 Program
Creating a seamless and manageable mentoring program can impact the culture of your organization.
+ Peer-to-peer mentoring style
+ Focusing on skills development
+ Increases the bottom-line
Ensuring the mentoring program is adaptable as the organization evolves with tangible metrics and benchmarks.
+ Driven by metrics from KPIs, OKRs
+ Quantitative Measurements
+ Qualitative Results
Promotes mindset shifts that increase employee engagement and encourage career development planning.
+ Increased vulnerability in mentoring
+ Inspires innovation
+ Builds trust
Teaches deeper listening skills to allow participants to ask for help and promote common connections.
+ Deepens Awareness
+ Inspires Confidence
+ Lifts Voices
Customizable Models to fit your needs
Mentoring Styles
We work with you to figure out which mentoring types work best to engage, promote, and develop emerging leaders in your organization.
Specific
Classic
Reverse
Peer
Flash
Group
Mosiac
Cross-Team
Cross-Dept
Panel
Outcomes of Mentoring 2.0
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- Increase engagement and improve employee performance.
- Improve cross-functional and cross-departmental effectiveness.
- Enhance the organization’s performance and cost savings.
- Expand product, service application, and use.
- Greater understanding of each participant, their perspective, skills, and leadership styles that are brought into the workplace environment daily.
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- Mentees begin to learn how to mentor others.
- Regardless of title and experience, mentees are given the opportunity to engage with the Mentor as an equal partners.
- Mentees lead the Mentor into a new way of knowing and seeing the world.
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- The Mentors focus on Mentees within a mutually beneficial relationship.
- Mentors will enhance their active listening, observation, and communication skills.
- The Mentors are prepared to mentor as empowered leaders.
Ready to change your organization?
Bring Carole to Your Organization
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What is the program direction?
What metrics can we track to justify that this mentoring program is worth the investment?
How will this affect our bottom line?
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Carole brings a fresh perspective to appreciate the power of mentoring and mentorship.
She presented “Equity through Collaboration” at the University of New Mexico's Mentoring Institute's annual global conference. She explored ways to build trust in the workplace while increasing employee retention.
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“Carole’s knowledge and compassion for mentorship is beyond words. She was so easy to work with and really tailors the program to fit your needs. She took the time to understand what we needed and found ways to help us implement new segments into our current program.”
- Kristine Brockopp, Senior Territory Manager, Pharmaceutical Sales
In the know…
Judy Zimmer of Coachology.us invited Carole to discuss mentoring where Carole shares about:
- The Types of Mentors
- Mentorship vs. Coaching
- Myth Busting some common misconceptions of Mentoring
“Mentorship is a process where an individual possesses specific expertise. They choose to guide and encourage a person interested in that expertise to take action-shifting behavior. The mentor identifies a deeper awareness. The mentee chooses to engage and matures. The relationship evolves through confidential, mutual interactions based upon trust and empathy.”