CompetenceHIGH

Se

lf Re

lian

ce

HIGH

LOW

Direct Coach and

supportPartner

The Coachee does not

yet understand the task

and what is expected of

him. He will be unsure of

himself and his ability to

perform

The Coachee is growing in

confidence and is looking

for a deeper understanding

and recognition for

successful performance

The Coachee can perform

the task successfully on his

own. He is self reliant and

wants to be trusted and

supported when necessary

69

•

–

•

•

•

–

–

•

•

Social gaze

• Turkish based, significant European brewer

• CSR and Corporate Governance importance with tradition of family ownership

Mentoring Scheme Goals

• professional and personal growth• exchange experience, know-how &

knowledge• personal development, professional

relationships• learn mentoring & coaching methodology• support international corporate culture

Further information from scheme consultants Tim Bright www.oneworldconsulting.com and David Megginson

Summary of Programme• One year mentoring programme,

recommended one mentoring meeting per month, of 2 hours.

• Participants are volunteers• Not used as an assessment or evaluation tool.• Only two rules – confidentiality and mentors

and line managers not to discuss the mentee.• Initial workshops in Moscow for 3 days.

• 360 degrees feedback and networking event and mentee feedback to assist with matching

• Matched on third day and held initial meeting• Budget agreed for next 2 meetings to be face

to face then up to pairs - face to face; email and video conference - blended mentoring

British American Tobacco

• BAT Business and Leaders Program

• Began with Action Learning

• Next 12 months– 6 intensive two-day events

– 12 group coaching tutorials

– 12 individual coaching sessions

• Coaches and Senior leaders monitored new skill transfer to the workplace

Robson, 2004

Results

• Improved work habits and work climate

• New and advanced skills

• Nonparticipants notice positive changes

• Heightened sense of confidence

• Positive changes also impacted personal life

• Initiative

• Development and advancement

Wisma Metropolitan I, 14th floor

Jl. Jend. Sudirman Kav. 29, Jakarta 12920 , INDONESIA

Ph: (+62-21) 2510652 Fax: (+62-21) 2510652

www.peoplesearchindonesia.com

People Search INDONESIAExecutive Search Recruitment Solution

Be part of our TALENT network

Coaching Program

Integrated Coaching

Program

Wisma Metropolitan I, 14th floor

Jl. Jend. Sudirman Kav. 29, Jakarta 12920 , INDONESIA

Ph: (+62-21) 2510652 Fax: (+62-21) 2510652

www.peoplesearchindonesia.com

On Boarding

Coaching by function

Leader Coaching

First 3 Months

First 2 projects

Technical guidance

Close monitoring

End of 3 months review

IDP

Starting year with development

program

On Going Performance

Monthly coaching

Performance Review

Performance discussion

Mentoring

Program

in Nielsen

Mentoring Page 116

• Selection• Matching

Announcement

• Mentor• Mentee

• Manager

• Skill tips and traps

• Exchange of goals

Orientation

First Meeting

• Mentors

• Mentees

Check in

Completion

MENTORING PROGRAM

Listen & Understand Interests &

Gaps

Surface Real Issues

Clarify Perspectives

Summarize Key Points

Identify Actions

Follow Up from Previous

meeting

MENTORING MODEL

THE PERSPECTIVE

The

OpportunitiesThe Role

The

organization

THE MENTEE’S INTEREST

NEW IDEAS ARE

University

Relation

Recruitment

Process

Selection for ELP

G

A

P

E

L

P

On-boarding /

Orientation Program

Continuing ELP

program

Development

Path for GAP

Emerging Leaders Program

Target Participants

• Selected GAP participants who gain the highest Performance Appraisal results during the GAP program

Number of recruitments

• 4 graduates (4 CS)

Duration

• 18-months program

Methodology

• provides rotational assignments in the following functions:

• new business development,

• product management,

• research/data analysis,

• sales support,

• Marketing/PR.

• Allocated Mentor

“Indonesia 2014” Program Process RoadmapN

om

inati

on

Selecting

participants

-Calibration

with

Executive

Team

On boarding program+Individual Assessment Workshop &Team building activity+Individual Career Development Plan+Individual Rotation Plan

January,

2011

Mar, 2011 Nov, 2011

Final

Presentation&

Graduation

PHASE I

Selection Period

PHASE III

ELP Program and

Rotations

April, 2011

PHASE II

GAP Program

April, 2013

becomes a

manager!

CS

CR

GBS

CR/

RMS/GBSPSUCS RMS

3 Long rotations: 5 months, in

Business Units

2 Short rotation: 1.5 months, in

Corporate Functions and GBS

Assigned Mentorship

Graduate2011.05 2013.12

2-2.5 years

Page 121

Oct, 2011