The pressure to keep pace with market opportunities, legislation and technology is driving an ongoing need to acquire and manage new resources. Building tomorrow’s workforce is a core Mentor Group capability. Continuous learning and development, flexible adaptation and the ability to change are mandatory for successful businesses at organisational, cultural and individual levels. The application of our Assess, Develop, Evaluate (ADE) methodology is perfectly suited to help your organisation evolve successfully. ADE gives you the comfort of working with a partner who continuously and successfully achieves measurable results with the top global companies, in this key area of organisational development.
Those organisations who have real experience of organisational development know that there is no off the shelf solution. They know that looking for quick fixes is likely to be met with disappointment. Working with Mentor Group, who have a proven track record in this area, can be key to your success.
We would welcome the opportunity to talk through our recent successes, which have quantifiable and compelling results. We have built tailored solutions for organisations across the 6 key areas where our expertise is focused.
Assessment Centres
Mentor has a vast amount of experience in running Assessment Centres. We project manage the whole process from start to finish, and evaluate the skills, abilities and personality attributes of recruits. A professional environment facilitated by Mentor consultants allows clients to observe, assess and compare candidate performance. It’s a streamlined and swift way to make the best recruitment and contract renewal decisions.
Development Centres
Inhibitors to performance are quickly diagnosed by running a Development Centre. As a result, Mentor consultants provide a very accurate behavioural audit at individual or team level to clients, with detailed feedback against declared criteria in the form of an organisation’s competencies and values. We draw upon the expertise of our specially trained business actors and upon our client’s senior managers ‘acting-out’ to ensure role play exercises become ‘real play’ situations, creating greater insights. Future development needs are identified through the feedback process, and can then be addressed in at a later stage. Recent developments include delivering in both German and French language for two Development Centres for a key client in the IT industry across mainland Europe.
Third Generation Development Centres
As in ‘standard’ Development Centres, robust and rapid assessment is conducted, with development needs being identified. However, with Third Generation Development Centres, coaching and development work takes place on the day, based on the immediate feedback from the activities. Measurable learning outcomes are then built into action plans that each person takes back to the workplace for future review with line managers.
This activity is like the Red Arrows Training School: the prospective pilots are skilled, committed and already on a path for achievement. What you want to assess is how confidently they can demonstrate existing skills and behaviours and how quickly they can take on new skills in a fast changing, high demand situation. Some need coaching and others need more confidence, but as the day ends you will have seen and heard your top performers in true, life-like scenarios. Each attendee leaves not only with their accomplishments of the program but also with their own Personal Development Plans, expert coaching and best practice. You as business leaders leave with your future talent pool tested, evaluated, motivated and identified.
Talent Management
Our consultants are adept at analysing and defining future human resource requirements. Working closely with clients’ business strategists and Human Resources or Learning & Development specialists, Mentor can help to translate business plans into real world human resource strategies. We identify the competencies, qualifications and attributes of future job roles and compare these needs to the current workforce and marketplace. Alongside the key client stakeholders, we then develop pragmatic action plans to address the issues of acquiring, nurturing and retaining talent.
Change Facilitation
Companies which don’t change won’t survive. Yet organisational change is often viewed as one of the most difficult and uncomfortable aspects of management. For organisations faced with the need for major change, Mentor can facilitate both senior and line managers in planning for and implementing change projects, and equip them to achieve the right outcomes, whilst retaining the commitment of their staff. Built around the three key phases of change – planning, implementation and post-completion – Mentor provides guidance and tools to ensure managers can analyse the change process and manage it through to successful completion.
Situational leadership
Coaching for Success
Our capability in this key area is underpinned by the 7 foundation blocks of our coaching approach:
Evaluation
We use our ADE methodology and ethos is to ensure your Return on Investment is agreed and measured in any activity we undertake.
Ethical
We ensure alignment and behaviours are clear between the sponsor, coach and coachee
Accreditation
We are accredited by the European Mentoring and Coaching Council (EMCC) and our professional coaches are also measured by us through their continuous personal development.
Track record
We will be happy to take you through our testimonials and experience of success, and to provide references that are relevant to your need and coaching programme
Business focus
Often clients have feedback that coaching programmes have not been results orientated. We concentrate on the real-world application of the coaching work and ensure the coachee sees positive results.
Tailoring
We will work with you to tailor the programme to your organisation, whether it’s an individual programme, or part of a wider leadership programme, and we look for links to your existing initiatives on people development so there is ongoing support for the coachee.
Coaching culture
Our passion as a community of coaches is to establish a coaching culture that fits your aspirations for developing your people. Only by generating embedded coaching support through senior people can the coaching become truly enabling for both the individual and the organisation.
Our coaching offer and capability spans 3 key areas:
Executive Coaching
Working with senior managers to support their development.
Operational Coaching
This is on focused on capitalising on the benefits of training to embed these into people’s role and successful implementation and results.
Developing coaching skills
This can be developing internal coaches or developing a coaching culture through developing coaching skills for managers.
We also work with organisations to establish Mentoring programmes and Mentor and Mentee Workshop.