Mentoring & Coaching

Inside every successful person is an even more ambitious one trying to come out. He or she needs little help.Inside every successful person is an even more ambitious one trying to come out. He or she needs little help.
                                                                                                                                                                                                                                                                                                                              – Mark Chipperfield

Why Mentoring ?

  • Mentoring is one of the most effective tools in people development.
  • A study of the top 200 Executives in 50 large US companies McKinsey
  • Mentoring is one of the top two most powerful leadership development tools used in organisations.
  • A study by the Institute of Management involving 1,500 UK managers.
  • Seventy-one percent (71%) of Fortune 500 and private companies use mentoring in their organization.
  • Business Finance Magazine
  • 77% of U.S. companies surveyed in 2000 said mentoring improved both retention and performance of employees

Merit Matters – Our Core competence in Mentoring

Merit Matters has a team of senior professionals across all major business sectors who are well qualified rich in Industry experience with hands-on application of managerial concepts in building high performance team. They bring in the professional expertise gained on the job & also conceptual knowledge with Insights on Consultancy, research and teaching experience.

These professionals are Certified Coaches and Mentors who are willing to stretch themselves and walk-that- extra mile to enable their mentees achieve their goals. They nurture them and groom them for the challenges in the profession at micro level & corporate world at the macro level.

“Mentoring is an honor. Except for love, there’s no
greater gift other than the gift of growth”
                                                    – Marshall Goldsmith

Mentoring is a “learning partnership” and is a journey of “collective discovery.”

A mentor therefore needs to start mentoring from where his/her protégé is, and not from where the mentor wants his/her protégé to be.

Mentors practice focused listening to reflect meaningfully on observations, thoughts, actions, behavior, changes, and give appropriate feedback from time to time with sincere communication of interest and concern.

Objectives of Mentoring Assignment

  • Holistic development for professional and personal growth
  • The scope of mentoring is vastly greater than coaching, which is itself, a small subset of mentoring
  • Create a talent pool of mentors who are willing for committing time and effort through training
  • Establish mentoring alliance that is sustainable for long term professional growth

Scope of Assignment

  • Create an awareness of the Mentoring Scheme and Institutionalize the same across organization
  • Conduct Mentoring skills workshops to cover the managers as needed
  • Encourage Mentors come voluntarily be part of the development journey
  • Integrate willing mentors with aspiring mentees
  • Enable building mutually beneficial relationships.
  • Organize Review Mechanism to evaluate progress 
  • every quarter to ensure success

Merit Matters Value Proposition in Mentoring

  • Conduct Mentoring Skills Workshops for all prospective mentors ( One day ) Around 20 per batch
  • Mentee Orientation Workshops ( Half days)
  • Decide on profile of Mentees – Freshers & across all Levels considered.
  • Outline expectations, role and responsibilities, way forward, meetings and review processes
  • Ensure Senior Management and all Mentors OWN the process
  • HR to Champion the initiative with passion through the mentors.
  • Ensure Mentor- Mentee meetings happen once a month at least.

Way forward

  • Build robust review mechanism with quarterly progress review for every mentor and mentee
  • Create a talent pool of able mentors to address organizational needs.
  • Organize study circles, games, dinners etc.,
  • Share best practices across organization.
  • Institutionalize simple reward mechanism for successful mentors.
  • Inspire and encourage to more mentors to be coming forward
  • Integrating ,Handholding & Support services
  • Coaching the Hipos . Developing Quarterly Review System / Progress up date