Course Background:
Recruiting the right talent has always been a big problem for enterprises; However, retaining and raising ** is another major problem faced by enterprises.
Every year, enterprises will introduce a large number of talents through campus recruitment or social recruitment, how to let these new people integrate into the organization as soon as possible, help them quickly adapt to the job requirements and retain them in the long-term development of the enterprise? This series of problems is a difficult problem that the human resources departments of various enterprises want to solve as much as possible. In October 2020, as an external expert, I participated in the human resources exchange activity of a large state-owned enterprise, and I learned that the company recruited nearly 2,000 new employees two years ago, and the turnover rate reached more than 70% within one year. Next, the company launched a mentorship system for new employees, and the retention rate of new employees reached more than 80% within a year. In recent years, more and more enterprises have not only solved the problem of retaining new employees by forming a mentor team and introducing a mentor management system, but also can help enterprises solve the problems of talent training and development such as job transfer, job rotation, promotion, and echelon construction. The mentor system has gradually become a necessary management tool in the process of enterprise talent development.
This course is an independent copyright course by Ms. Yu Liping. Since 2000, Mr. Yu has been in charge of the mentor program within the company.
It's been 20 years. In the past 5 years, Mr. Yu has guided many enterprises to establish a mentor system to help enterprises cultivate professional tutors, covering banking, Internet, communications, and consulting services. From 2017 to 2018, he trained three grassroots mentors for a provincial company of China Telecom. At that time, the program was one of the nationally recognized tutor qualification programs.
Therefore, this course is specially designed for enterprises to cultivate excellent mentors. Through learning Xi + drill + Xi training + counseling, the tutor is trained to become a qualified, excellent, and coaching mentor.
Course Benefits:
Clarify the roles and responsibilities of mentors.
Master the skills to create a harmonious mentoring relationship.
Develop a suitable mentoring plan.
Master the 5-step mentoring process and key points.
Use tools to master coaching and communication skills.
Course Duration:2 days, 6 hours a day.
Course Audience:Internal mentors, new employee mentors, management trainee mentors, and management mentors.
Mode of Delivery:
Instrumentality - the teaching process is advanced, and the coaching skills are instrumentalized.
Practicality - combined with the corporate mentor system, customized content, 100% fit the mentor's work.
Grounding - post simulation drills in class, and update the output results after class.
Vividness - Discussion and sharing, case analysis, role-playing, coaching experience and other forms.
Outputs:
Each mentor learns to identify their own and their apprentices' behavioral preferences and write out mentoring strategies.
Each tutor outputs an overall tutoring goal.
The enterprise outputs the mentor guidance feedback mechanism.
Help enterprises to precipitate the talent cultivation model of the post.
Assist enterprises to implant and design mentor systems and management methods.
Copyright Certificate & Course Structure:
Course outline
Lecture 1: Clarify the role and responsibilities of mentors
Breaking the Ice:Empower mentors.
1.The development of the modern mentorship system.
Case:Thought Mentor vs. Contrarian Mentor.
Discussion:The value of mentorship.
2.The 3-dimensional value of the corporate mentorship system.
3.Mentor Key 5 Roles.
4.Excellent Mentor 6 Responsibilities.
5.Excellent mentors are competent maps.
Implantation:Regulations and requirements for the management of corporate mentors.
Lecture 2: Creating a Harmonious Mentoring Relationship
1.Start a successful mentoring strategy.
Experience:Preferences and behavioral styles.
Tools:Recognize the 4 styles and behavioral preferences.
Testing:Identify the mentoring style.
Xi:Identify the apprentice's behavior style.
2.Analysis of mentoring strategies.
Walkthrough:Create a harmonious mentoring relationship.
3.All-round mentor development strategy.
After-class outcomes:Each instructor measured the 4P style of the apprentice and wrote down the apprentice's preferences and communication strategies.
Lecture 3: Formulate the goal of teaching and counseling
1.Analyze the purpose of post teaching.
2.Level 4 Tutorial Content.
3.SMART Goal Principle.
Tools:The 4W method formulates the goal of teaching and counseling.
Case:Analyze the goals of mentoring.
Walkthrough:Set counseling goals based on the coaching position.
Tools:7 steps to test the counseling objectives and decompose the counseling objectives.
Assignments:Each tutor Xi sets the tutoring goal and breaks it down (the tutor checks and feedback the assignment the next day).
After-class outcomes:Mentorship program.
Lecture 4: Teaching and Counseling Process and Practice
1.5 steps to teach and counsel the whole process.
2.The key essentials of mentoring.
3.Step1: Create a harmonious relationship 3 keys.
Discuss:8 to welcome the new year on the first day.
4.Step 2: Agree on the goal of coaching and start it.
5.Step 3: Regular inspection and positive feedback.
6.Step 4: Summarize, evaluate, and optimize improvements.
7.Step 5: Mid-term summary and counseling defense.
Scenario Walkthrough:Counseling goal communication.
Case:Cases of corporate teaching and counseling.
Outcomes of the lesson:Tutors develop a feedback system for inspections.
After-class outcomes:: The company formulates a mentor inspection and feedback mechanism.
Lecture 5: Teaching and Counseling Communication Skills
1.Recognize the characteristics of Xi.
Tools:Promote the study of Xi law.
Tools:3 steps with new development.
2.Create positive mood techniques.
Walkthrough:Coaching 7-step process and techniques.
Tools:Deep listening skills.
3.Thought-provoking questioning skills.
Tools:Consolidation of the behavior 4-step method.
Tools:Corrective behavior 4-step approach.
Tools:The 5-step approach to employee care.
Tools:Positive feedback method.
Tools:Mentoring strategy diagram.
4.The Five Principles of Successful Teaching.
After-school implementation:Use counseling communication tools to establish a harmonious mentoring relationship with apprentices.
Course Summary:
1.Coaching toolsInspire teaching action.
2.Summary: Course sorting and reporting.
3.Case:Become an Enablement Coach.
4.Discussion: After-School Action and Accountability.
5.Report on results.