1. What is coaching and mentoring? Accompany someone to show them the way, guiding him with teachings and advice so that he obtains knowledge, experiences and relationships.
2. How should mentoring be done? Through a gradual process.
*Self-knowledge: Eliminate what prevents progress
*Self-confidence: believe that you can (law of attraction).
* Focus objectives
* Work based on a single objective
* Become self-motivated
* Move along
* Personalized plan: Communication skills.
* New knowledge
* Mental agility
* New ideas
3. What is the purpose of coaching and mentoring? It helps people to look for and obtain paths, orientations, teachings, advice, knowledge, experiences, relationships and competencies
4. What are the competences?
* Influence capacity
* Communication skills
* Orientation to results
* Manage individuals and situations
* Motivation, energy, persistence
* Adaptability and versatility
* Business awareness (mission vision, teamwork, systemic thinking)
* Decision making
* Problem resolution
5. When should it be done?
* When there are performance problems
* Develop employee skills
* Increase productivity
* Subordinates worthy of promotion
* Improve staff retention
* Promote work culture
* Needs of the organization
* Lack of experience
* Continuous improvement
* Social commitment
6. To whom it must be carried out:
High level employees (career, desire to learn, is ambitious, wants to excel)
New employees (without experience)
7. Why should it be done?
* Because talent does not always achieve results
* You have to discover talent, recognize it
* You have to pay, take care and cultivate the talent
* Help and find the way
* Search and get skills, skills and competences
8. Support and guidance of staff thinking and demotion
* Get opening
* Commitment in the direction
* Management of individuals and organizations
* Ability to transform
* Creativity, innovation and imagination
9. Active listening an active listener pays attention to the speaker:
* Maintaining eye contact
* Smiling at the right times
* Avoiding distractions
* Taking notes only when necessary
* Being sensitive to body language
* Listening first and evaluating later
* Do not interrupt, except to request clarification
* Repeat occasionally what has been said “if I understood you correctly, you have problems with …”
* Listen carefully
* Question opinions only when it is your turn.
* Take note of statements that conflict with your own statements
* Seek to perfect empathy (diction – listening – interpretation)
10. Model to follow
Senior manager and more experience and protected from lower rank. Peer-to-peer mentoring (empathy and mutual support). Mentor network (formal peer-to-peer support in their diverse capacities)
11. Suggestions and connections
* Identify talents
* Close gaps
* Prioritize developments
* Learning plan
* Learning connections: Mission, vision, mental maps, teamwork, objectivity, theory, practice, science, technique, history, philosophy …)
12 – Benefits of coaching and mentoring
12. 1. Development of the human asset.
* ◦ Technical (the technique).
* ◦ Professional (Professions and trades).
* ◦ Ethical (Ethics).
* ▪ Consciousness.
* ▪ Autonomy of the will.
* ▪ Conduct.
* ▪ Responsibility.
* ▪ Values.
* ▪ Human rights.
* ▪ Freedom.
* ▪ Justice.
* ▪ Love.
* ▪ Commitment.
* ▪ Hygiene.
* Preparation for more complex functions.
* Incorporate new technologies.
* Correct detected deficiencies.
* Enable for new responsibilities.
* Progress as a citizen and worker
12. 2. Transfer of tacit knowledge.
* Things, facts or situations of difficult coding or storage (difficult to carry a database).
* Very personal knowledge of someone (they are in his memory and nowhere else).
* ◦ Know where each file is.
* ◦ Know who can decide.
* ◦ Know who has influence.
* ◦ Know who has authority.
* ◦ Who can make decisions
1. 1. in the company itself.
2. 2. in a client company.
* ◦ How to achieve things in a team environment.
* This knowledge is very important because it reduces space and time (speed and speed).
* Mentoring conveys this knowledge:
* ◦ from generation to generation
* ◦ Experienced managers to other non-experienced (franchises)
12. 3. Retention of adequate people.
* Stability – immobility.
* Zero staff turnover (quality and excellence).
* Hiring of personnel.
* Training costs.
* Professional advice (Advisors = lots of rotation).
* Accounting (lots of rotation).
* Management (a lot of rotation).
* Investments in hiring personnel (lost training and experience).
* The cost is huge because of the level of rotation.
* Not all staff turnover is bad
* ◦ Fill vacancies (trial period).
* ◦ Ascend employees.
* ◦ Confine rotation to low performance.
* Employees who provide high added value are not rotated.
* Coaching and mentoring is a way to retain these employees.
* Effective mentoring tells you “we have consideration and we want to help you”.
* Mentoring establishes links in the company and the employee does not break them.
* Mentoring reinforces job satisfaction.
12. 4. Can the result of mentoring be measured?
* You can not measure the benefits of mentoring in financial terms.
* The highest job satisfaction can be measured by survey methods.
* Intuition and experience tell us that the benefits of mentoring are real.
12. 5. Conclusions about the benefits.
Those who have had a mentor:
* ◦ They earn more.
* ◦ They are more satisfied.
* ◦ They have better education.
* ◦ They follow a professional career plan.
* ◦ Sponsor other protected.
* ◦ Content and pleasure at work.
* ◦ They can easily ascend.
12. 6. How to be an effective mentor.
* ◦ Able to learn.
* ◦ Use the information.
* ◦ Total dependents.
* ◦ Plato and Aristotle.
* ◦ Intelligence test:
13. Achievement: knowledge and skills.
14.Aptitude: capacity for future performance.
Measured: verbal, numerical, clerical, motor ability, other …
* Succeed: personality, presentation, locus of control, worker, qualities, etc. …
* Internal or company and external or outside the company.
* To worry.
* Dedicate time.
* Self-manage life, relationships and work.
* Divergent thinking.
* Principles, bases, ideals, models and values.
* Technical dexterity:
* ◦ Know the people.
* ◦ Know the characters (characterology).
* ◦ Development:
* ▪ Decision making.
* ▪ Problem solving
* ◦ Star worker.
* ◦ Star citizen.
* ◦ Knowledge.
* ◦ Skills.
* ◦ Skills.
* ◦ Competencies.
15.How to guide well.
* Sponsorship that opens doors.
* Business protection indicator.
* Greater ability in companies.
* Stimulating tasks to expand capabilities.
* Example of behavior (behaviors).
* Appropriate values
* Advice (expert in consultancies).
* Support and acceptance.
* Friendship (feeling safe and appreciated).
* Detonators of persuasion:
* ◦ Friendship.
* ◦ Authority,.
* ◦ Consistency.
* ◦ Reciprocity.
* ◦ Contrast.
* ◦ The truth (the why?).
* ◦ Hope.
16.Advice realizable and not realizable.
* ◦ Intuitions.
* ◦ Suggestions.
* ◦ Improvements.
* ◦ Advances.
* ◦ Share.
* Not realizable.
* ◦ Punishments.
* ◦ Criticism.
* ◦ Negativities.
* ◦ Setbacks.
* ◦ Orders.
17. Criticize behaviors, not people.
* Make him see the outputs of the road by observations (not direct)
* Correct inappropriate behaviors, not the person.
* Facilitate the discussion by not attacking the person.
* Find solutions, not guilty.
* Specify, duties and expectations.
18.Develop a success plan.
* The person responsible for the success is the protector.
* You will be supported, nothing more.
* It will help you open doors (not always)
* the planning is future and proper of the protected.
* Help you improve the plan.
* ◦ Changes.
* ◦ Attitudes.
* ◦ The skills.
* ◦ Born again.
* ◦ Goals.
* ◦ Actions.
* ◦ Perseverance:
* ▪ Work and more work
* ▪ Patience and more patience
* ▪ Effort and more effort
* ◦ knowledge.
* ◦ Personality.
* ◦ Equipment (physical and personal).
* ◦ Open the mind.
* ◦ Know how to use money.
* ◦ Good relations.
* ◦ General use of time.