There is an urgent need to connect organizational goals to leadership and leadership to managing succession. Key in achieving this goal is better relationships between leadership and the current talent pool.

Mentoring is essential in building these relationships. A mentor can help a mentee learn something he or she would have learned less well, more slowly, or not at all if left alone.

When embarking into a mentoring project, an organization must set a key mentoring framework as mentoring programs if executed incorrectly can create misconception, misunderstanding, animosity and wrong perceptions.

This program will provide you the needed framework. It covers both the macro issues in developing a mentoring culture in your organization as well as the micro issues on how to be a good mentor. It combines strong conceptual framework, adequate implementation know-how and make available many real life examples.

	A step by step approach towards a mentoring program.
	A to Z of how to be a good Mentor.
	Mentoring roles - from leading to being a critical friend.
	A practical Mentor-mentee Charter/Guide.
	A practical guide to the Matching Process.
	A Mentoring Model that suits your organization.
	Mentoring and people development.
	Mentoring and transferring tacit knowledge.
	Mentoring and keeping good people.
	Mentoring and Coaching - when to do which?
	Mentoring special groups of people, minorities and females.
	Mentoring challenging people who have potentials.
	Choosing who to mentor.
	How to break the ice and organize the first meeting.
	Empowering mentee to be a good protégée.
	Active listening and mentoring.
	Practical sessions.
	Easy and ready to use templates, forms & guide to mentoring.

	Managers and Business Leaders.
	Human Resource Leaders.
	Technical experts and people with specialized skills.