ONE ON ONE MENTORING
The single most important development in business in recent times has been the development of human capital.
Firms are made up of people and often the only strategic advantage they have over their competitors is the quality of their staff.
One-on-one mentoring has replaced the “one size fits all” leadership development program. Rather specifically targeted mentoring tailored made to need the specific requirements of the individual allow for the optimum and speedy development.
In my experience the best institutions achieve the greatest return on their human capital when they establish a formal and/or informal mentoring program. Naturally these must be tailored to suit the needs of each institution as well as those of the individual.
As each company requires mentoring aligned with its needs and culture, so too will the individual require a wide variety of mentoring: first time employment requires the employee to adjust to the workplace – meetings, politics, change, their relationship management, workplace etiquette and more. Mentoring executives means providing a more strategic insight. Whilst business training for small, medium enterprises requires a broad spectrum of skills including moving from start-up by establishing policies and procedures without using the entrepreneurial spirit.
Career mentoring and life skill mentoring mean less of a focus on technical skills and more on general career development. In some instances, it can be one or many of the above depending on the needs of the mentee.
The role of the mentor is crucial.
At Saige we have mentors who have personal experience, insight, experience, wisdom and knowledge gleaned form having run their own successful businesses. Our proven track record and our clients testimonials are proof of the significant difference we have made in many individual and institution performance.
“Perfection is spelled paralysis”
The greatest gift any CEO, Owner, MD, Consultant can give an organisation is to give it a simple set of marching orders – a strategy.
No strategy means no vision, no goals no direction and eventually poorly directed inertia.
The Saige Scorer established a simple, clear unambiguous strategy with a clear set of objectives to EXECUTE the strategy. The failure of organisations is not that they lack strategic direction, but they have no idea as to how to implement it. After the strategic session, they place the file on the shelf and go back to managing their day-to-day activities.
Over many years of working with good and great organisations, we have developed a simple easy to use system that not only provides clear direction for the organisation, but also measures the organisation on a constant basis, builds in excellence, instant self-correction, pulls organisations together, breaks down SILOs, and in our experience is the single biggest factor for moving from Good to Great. If the question is, “how to I move my organisation form good to GREAT”?, then the answer is:
the Saige Consulting SCORER Process
• SCORER is the Swiss Army Knife of business management. A MacGyver tool that can be adapted and adopted to suit to any team or business.
• With business experiencing constant change and disruption, SCORER is a simple effective system that cuts through the clutter and gets things done. If we all agree that leadership is all about energy, all about movement, all about action, then SCORER provides us with the perfect system for developing strategy and executing our objectives.
• SCORER develops a crystal clear unambiguous set of “marching orders”.
• SCORER creates a shared language for execution.
• SCORER clarifies expectations. It simply says, “what do we need to get done (and fast), and who is working on it”?
• SCORER keeps employees united and aligned vertically and horizontally.
• SCORER demolishes silos, cultivates cross-team connections, highlights concerns early on, holds the entire team accountable and up to date.
The Saige SCORER is tried and tested, our many successful clients are proof of this.
There are two truism that apply to goals and planning: “if you don’t plan your life, somebody else will” and, “if you fail to plan, you plan to fail”. I cannot emphasise enough the importance of a clear, simple achievable plan for you to give effect to your dreams and achieve your full potential.
The Saige Goals Workshop focuses on firstly developing personal goals that equip the individual with the skills to achieve their full potential. Goal setting is an effective tool for making progress on a personal level towards a specific or desired outcome.
The process I use when setting goals is to establish SMART (specific, measurable, achievable, relevant, and time-bounded objectives) in the following areas of an individual’s life:
Definition of areas of self-development - 5 Ps
Personal: Values, purpose, family, home [me & others]
Professional: financial, career [me & others]
Physical: health, wellness, fitness [me & others]
Psychological: Mental educational, spiritual, ethical
Pastoral: Hobbies, interests, social, cultural, charity
We then assist the individual in aligning their personal goals with the organisation’s strategic objectives. A comprehensive talent management program is then drafted with the organisations HR Department.
The Saige Goal Workshop ensures that individual employee goals and objectives align with the vision and strategic goals of the entire organization. Goal-management provides organizations with a mechanism to effectively communicate corporate goals and strategic objectives to each person across the entire organization. The key consists of having a centralised strategy (we recommend the Saige SCORER process) and providing each person with a clear, consistent organizational-goal message so that every employee understands how their efforts contribute to an enterprise's success.
The “Sage Saige Approach” approach to mentoring is to focus on the nature and needs of the team, to create a clear understanding of their current scenario, to create a vision of the future, to put clear goals in place to achieve these, to actualise the team’s vision of the future and to review progress.
The program is driven by an underlying ethos is one of hope. Hope is the belief that tomorrow will be better than today and that our future is brighter than our past. Hope has also been described as the sum of perceived capabilities, the chosen routes to desired goals and the perceived motivation to achieve those goals.
I constantly remind the teams I work with to “give up all hope of a better past and build the future they desire”. I urge them to concentrate on the future as that is where they are going to spend the rest of their lives. It is also where unexpected competition and opportunities will come from.
To do this I recommend a number of books, depending on each teams needs, to assist them including:
C.R. Snyder’s’ Handbook of Hope,
Victor Fraenkel’s Man’s Search for Meaning,
M Scott Peck’s The Road Less Travelled,
Dale Carniegie’s How to Win Friends and Influence People,
Anthony Sheldon’s Beyond Happiness,
John Maxwell’s Good Leaders Ask Great Questions,
Carolyn Zeisset’s Art of Dialogue, and
Nancy Kline’s Time to Think, Listening to Ignite the Human Mind.