HIGHThe Coachee does not The Coachee is growing in The Coachee can perform

yet understand the task confidence and is looking the task successfully on his
and what is expected of for a deeper understanding own. He is self reliant and
him. He will be unsure of and recognition for wants to be trusted and
himself and his ability to successful performance supported when necessary
perform
Self Reliance

Direct Coach and Partner

support
LOW

HIGH
Competence
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
People Search INDONESIAExecutive Search Recruitment Solution

Coaching Program

Be part of our TALENT network

Wisma Metropolitan I, 14th floor

Jl. Jend. Sudirman Kav. 29, Jakarta 12920 , INDONESIA
Ph: (+62-21) 2510652 Fax: (+62-21) 2510652
www.peoplesearchindonesia.com
Integrated Coaching
Program

On Going Performance
On Boarding First 3 Months IDP Performance Review
Coaching by Performance
function First 2 projects Starting year with Monthly coaching
discussion
development
Leader Coaching Technical guidance program

Close monitoring

End of 3 months
review

Wisma Metropolitan I, 14th floor

Jl. Jend. Sudirman Kav. 29, Jakarta 12920 , INDONESIA
Ph: (+62-21) 2510652 Fax: (+62-21) 2510652
www.peoplesearchindonesia.com
Mentoring
Program
in Nielsen
MENTORING PROGRAM

Orientation

• Mentor Check in
• Selection • Mentee
• Matching • Manager • Mentors
• Skill tips • Mentees
and traps First
Announcement Completion
• Exchange Meeting
of goals

Mentoring Page 116

MENTORING MODEL
Listen &
Understand
Interests &
Gaps

Follow Up Surface Real

from Previous Issues
meeting

Identify Clarify
Actions Perspectives

Summarize
Key Points
THE PERSPECTIVE

The
organization

The
The Role Opportunities
THE MENTEE’S INTEREST

NEW IDEAS ARE

 University
Relation Emerging Leaders Program
Target Participants
• Selected GAP participants who gain the highest Performance
Recruitment Appraisal results during the GAP program
G
Process
A Number of recruitments
On-boarding / • 4 graduates (4 CS)
P
Orientation Program
Duration
• 18-months program
Development
Path for GAP
Methodology
• provides rotational assignments in the following functions:
• new business development,
Selection for ELP
E • product management,
• research/data analysis,
L • sales support,
Continuing ELP
• Marketing/PR.
P program
• Allocated Mentor
 “Indonesia 2014” Program Process Roadmap
CR/
CS RMS PSU
Nomination

RMS/GBS
On boarding program
Selecting +
Individual Assessment 3 Long rotations: 5 months, in
participants GBS Business Units
Workshop &
-Calibration Team building activity 2 Short rotation: 1.5 months, in
with + Corporate Functions and GBS
Individual Career Final
Executive Development Plan CS Presentation&
Team + CR Assigned Mentorship Graduation
Individual Rotation Plan

January, Mar, 2011 April, 2011 Oct, 2011 Nov, 2011 April, 2013
2011

PHASE I PHASE II PHASE III

Selection Period GAP Program ELP Program and
Rotations

2-2.5 years becomes a

Graduate
2011.05 2013.12 manager!

Page 121