The core of mentoring consists in one-on-one sessions, which are intensive and personalised. The initial phase is an in-depth evaluation of the needs and wants of the mentee. This is followed by clear goal setting (what is expected to be achieved through mentoring). Goals must be stretching but achievable, measurable and relevant. During the sessions, acute listening and creative questioning aim at helping the mentees find a response to their own challenges. Each mentee is unique and the programme is tailored to the specific needs of the mentee and, where applicable, of the organisation.

To complement one-on-one mentoring, it is often beneficial to crystallise the teams. For that purpose, group mentoring, sharing and strategy sessions are offered; generally in the form of ½ day workshops. The focus is on individual strengths, and complementarity within the group.

The 100-day framework

100-day is a family of mentoring frameworks designed to be customised by mentors in order to meet the specific needs of each client and suit their own style and methods. These frameworks focus on career transition and development. They address recurring challenges faced by leaders and organisations.


Clients expect rapid results. They therefore favour short programmes. An intensive three month appears to provide an ideal balance.


In an age of increasing mobility, particular attention must be given to on-boarding and any transition, be it promotion or transfer to another branch or another country.


Elegant solutions are sought for leaders and staff “in the wrong position” (and consequently unhappy and performing badly).

The 100-day family

The 100-day topics grow with the needs and requirements of our clients. So far, our frameworks include the following topics:


Directing in the 21st Century


Becoming board-ready


Surviving promotions


100-day honeymoon


Becoming a better boss


Growing leadership


Quitting the job you hate


Your next career


Independence day


Your very own framework… Tell us what your challenges are.

Benefits to the organisation

• Mentoring has been proven to significantly increase the likelihood of successful transition and reduce the time required for on-boarding,
  
  
• More energised and engaged leaders and staff, leading to a higher level of retention.
  
  
• Establishing effective succession plans.
  
  
• There is extensive transfer of skills and knowledge during the intervention, leading to a self-sustained mentoring culture.
  
  
• Limits the risk of messy terminations.

Benefits to the mentee

• Mentees will enjoy a higher level of professional wellbeing – faster.
  
  
• Gives leaders the opportunity to redefine or confirm their career.
  
  
• Experience has demonstrated that leaders who benefit from mentoring achieve a better life balance, with time to think and time for themselves.

How it works – Individual programme

This is but one illustrative example. Actual programmes are bespoke to the particular needs and requirements of the mentees and the organisations.

Individual programmes normally consist of 10 to 12 one-on-one one-hour sessions. About four hours of reading, studying, reflecting is required between sessions.

Sessions take place either weekly or every second week.

1. Module 1 – Self-awareness {3 sessions}


• Tools / methods
  • Strengthsfinder.
    
    
  • AVI Character Strengths.
    
    
  • Four quadrants.
  
  
• Outcome
  • Awareness of one’s strengths.
    
    
  • Self-confidence based on achievements.
    
    
  • Expression of beliefs, leading to values and ethics.
    
    
  • Formulation of one’s dream career
  
  
• Evidence
  • Profiles reports and debriefing.
    
    
  • Essays prepared by the mentee.

2. Module 2 – Learning {5 to 8 sessions}.



• Tools / methods
  • A book, relevant to the topic chosen, will be used as guideline through the sessions, and a reference for the mentee after the programme.
    
    
  
  
• Outcome
  • New or improved knowledge of the subjects selected.
  
  
• Evidence
  • Higher engagement and efficiency from the mentee.

3. Module 3 – The future {2 sessions}



• Write down a plan of action for the short, medium and long term future for the mentees to further their careers.
  
  
• The knowledge and tools acquired by the mentees can be used immediately by the mentees who can become mentors in their own environments.
  
  
• A formal certificate is provided on successful completion of the programme
  
  
• A follow-up session 3 to six month after the completion is recommended to ensure sustainability.

A group is usually made of 6 to 12 persons. This is but one illustrative example. Actual programmes are bespoke to the particular needs and requirements of the group and the organisations.

Individual programmes normally consist of 6 to 7 ½day workshops. About four hours of reading, studying, reflecting is required between sessions.

Sessions take place either weekly or every second week

Workshop 1 – Self and group awareness



• Tools / methods
  
  
  • Strengthsfinder.
    
    
  • AVI Character Strengths.
    
    
  • Four quadrants.
    
    
• Outcome
  
  
  • Awareness of one’s strengths.
    
    
  • Self-confidence based on achievements.
    
    
  • Expression of beliefs, leading to values and ethics.
    
    
  • Higher mutual respect within the group.
    
    
  • Evidence
    
    
  • Profiles reports and debriefing.
    
    
  • Consolidated profile for the group to assess its balance and diversity.
    
    
  • Assessment of the commonality of values and purpose.
    
    

Workshops 2 through 5 – Learning

• Tools / methods
  
  
  • A book, relevant to the topic chosen, will be used as guideline through the sessions, and a reference for the mentee after the programme.
    
    
  • Another book, specific to the role of women is often part of the programme.
    
    
• Outcome
  
  
  • New or improved knowledge of the subjects selected.
    
    
• Evidence
  
  
  • Higher cohesion and engagement of the group.

Workshop 6 – The future

• Write down a plan of action for the short, medium and long term future for both the group, to improve its efficiency and the mentees to further their careers.
  
  
• Induction programme for the new, future, members of the group.
  
  
• The knowledge and tools acquired by the group can be used immediately by the mentees who can become mentors in their own environments.
  
  
• A formal certificate is provided on successful completion of the programme
  
  
• A workshop to assess the efficiency of the group, 9 to 12 months after the completion is recommended to ensure sustainability and affirm the success of the programme.

In conclusion

The diversity of today’s business life does not allow for fixed recipes. We are indeed proud of being able to tailor our programmes to the specific needs of the mentees and we are able to adapt our approach and style accordingly. We offer our clients unity in diversity:

• Unity in recognising the requirement for the mentee to become a corporate athlete in order to reach a successful career. We focus solely on business-related mentoring.

• Diversity in acknowledging the uniqueness of each client and his/her specific needs. We are well acquainted with gender differentiation and multiple cultures.