1. INTRODUCTION BRYAN KEAGUE
MENTORING & COACHING
INTRODUCTION
BRYAN KEAGUE

2. NOSA MENTORING & COACHING UNIT
NOSA VISION
NOSA is the preferred global partner in the provision of occupational and operational risk management solutions, generating superior returns for all stakeholders on a sustainable basis
NOSA MENTORING & COACHING UNIT
NOSA MENTORING & COACHING grows client employees to become innovative problem solvers, professional managers and successful leaders

3. NOSA MENTORING & COACHING UNIT MISSION
Mentoring provides the opportunity for supervisors, managers and work teams, to grow professionally in management, leadership and innovative problem solving skills. This is done through structured and client specific coaching and mentoring.

4. WHAT IS A MENTOR? Someone of authority and experience
Trusted counsellor or guide
Helps and guides another individual’s development
Helps to discover more of personal qualities, capabilities, potential
Not there to instruct
Provides input to help individual to form own views, develop different perspectives, develop person as potential manager
Channel for information, experience and opportunities
Listen, ask questions, probe for facts, career choices

5. What Mentors Do (1) Set high expectations of performance
Offer challenging ideas
Offer viewpoints from a valued perspective
Help build self-confidence
Encourage professional behaviour
Offer friendship
Listen to personal problems
Confront negative behaviours and attitudes
Teach by example
Provide growth experiences
Offer quotable quotes
Explain how a specific function works

6. What Mentors Do (2)
Fill in the blanks between theoretical knowledge and practical know-how
Coach their mentees
Offer wise counsel
Stand by their mentees in critical situations
Encourage winning behaviour
Trigger self-awareness
Inspire their mentees
Share critical knowledge
Offer encouragement
Assist with their mentee's careers

7. ADVANTAGES FOR ORGANISATION
Support for planning managerial succession
Maximize human potential
Improve staff retention levels and recruitment prospects
Cost effective, personalised staff development
Change management
Exposure to desired business culture

8. ADVANTAGES FOR INDIVIDUAL
Sense of being valued by the company
Objective, supportive, non-threatening source of support in developing new skills and exploring new directions
Access to someone who understands management or the skill to be developed

9. ADVANTAGES OF INTERNAL MENTORSHIP
Improved communication, exposure to the culture of the company
Access to someone who understands company’s ways of working, personnel and culture
Offers mentor –
Corporate recognition
Higher status
Stronger job satisfaction
Development of leadership qualities
Development of managerial skills
Opportunity to help others develop their careers

10. DISADVANTAGES Requires corporate resources
Takes time for protégé and mentor
Needs planning, reviewing, listening and constructive feedback skills
Complement to, not substitute for more formal training approaches
Needs careful selection of mentors and matching them to protégés
In hands of wrong mentor, protégé can develop in wrong direction
Internal mentor – Strong bond can develop to detriment of both employees and organisation