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Mentoring Across Your Organisation

What This Initiative Is About


A great mentoring program is one of the best solutions towards creating your organisation’s future leaders, starting today.


Very few organisations know the true value of a creating a sustainable mentoring program and therefore even fewer have a truly great mentoring program.


In brief, a great mentoring program requires you to identify who is best suited to be mentor, who would benefit most from mentoring and to create a sustainable system that allows both to collectively boost your organisations profitability, performance and fulfilment levels.


Through “Mentoring Across Your Organisation” you will experience a ground-breaking, fully-integrated, best-practices factored mentoring program that inspires both your Mentors and Mentees to step up towards meeting your organisations objectives, while enhancing their own aspirations too.


What You Can Expect


A ground breaking, absolutely unique, expertly researched & created, world class, professionally delivered initiative, which will address your specific needs and benefit you for a lifetime.


How This Initiative Is Conducted


This perspective shaping initiative is expertly run as a series of …


Illuminating introductions
Engaging dialogues
Interactive games & exercises
Thought provoking debriefs
Open questions & answer sessions
Reflection time-outs
Relevant case studies
Enriching assignments
Feedback loops


Initiative Outline


Part 1 – Exploring Mentoring


What Is Mentoring?

  • The History Of Mentoring

  • How Mentoring Differs From Other Initiatives

  • The Benefits Of Mentoring

  • Various Mentoring Processes

  • Area Of Mentoring Focus


Part 2 – The Roles & Responsibilities Of Mentors & Mentees


The Individual Roles & Responsibilities Of The Mentor

  • The Dos & Don’ts Rules Of Engagement

  • Code Of Conduct


The Individual Roles & Responsibility Of The Mentee

  •  The Dos & Don’ts Rules Of Engagement

  • Code Of Conduct


The Collective Roles & Responsibilities Of The Mentor & Mentee

  • The Dos & Don’ts Rules Of Engagement

  • Code Of Conduct


Part 3 – Appreciating Your Mentoring & Menteeing Personalities & Styles


Identifying & Appreciating Mentoring Personalities

  • Identifying Your Mentoring Value System

  • Appreciating Your Mentoring Personality


Identifying & Appreciating Menteeing Personalities

  • Identifying Your Mentee Value System

  • Appreciating Your Mentee Personality


Exploring Your Mentoring Styles

  • Exploring Your Mentoring Empowering & Limiting Strategies

  • Exploring Your Professional Mentoring Orientations


Exploring Your Mentee Styles

  • Exploring Your Mentee Empowering & Limiting Strategies

  • Exploring Your Professional Mentee Orientations


Part 4 – Mentoring & Menteeing Mind Sets & Skill Sets Enhancement


The Mind Sets Of World Class Transformational Leaders


Primary Transformational Leadership – Leading Yourself


The 7 Ps Of Primary Leadership

  • The Value of Principles

  • The Value of Proactivity

  • The Value of Problems

  • The Value of Patience

  • The Value of Profitability

  • The Value of Performance

  • The Value of Peace


Secondary Transformational Leadership – Leading Others


The 10 Dimensions Of Secondary Leadership


  • Raising Your Team’s Awareness

  • Knowing Your Team’s Personality

  • Clarifying Their Intention

  • Aligning Their Targets

  • Creating Opportunities For Them To Win

  • Building A Great Team Environment For Them

  • Coaching Them To Deliver Excellent Results

  • Inviting Them To Remain Coachable

  • Developing Their Competencies

  • Leading Your Leader


Tertiary Transformational Leadership – Leading Leaders


Expanding Your Leader Leadership


  • Regenerative Leadership

  • Benevolent Leadership

  • Effectuate Leadership

  • Especial Leadership

  • Erudite Leadership

  • Allegiance Leadership

  • Affective Leadership

  • Provocative Leadership

  • Amiable Leadership


The Skill Sets Of World Class Transformational Leaders


The Art Of Listening


  • Not Hearing

  • Hearing

  • Selective Listening

  • Active Listening

  • Emphatic Listening

  • Non-Emphatic Listening

  • Listening Beyond Listening


The Art Of Questioning


  • Questioning To Clarify

  • Questioning To Specify

  • Questioning To Explore


The Art Of Dialoguing

  • The Pitfall Of Having Your Performance Appraisal Becoming A Discussion

  • How To Avoid Debates During Your Performance Appraisals

  • Establishing A Dialogue During Your Performance Appraisals


The Art Of Crystallising

  • How To Remove Doubt During Your Performance Appraisals

  • How To Gain Clarity During Your Performance Appraisals

  • How To Establish Agreements During Your Performance Appraisals

The Art Of Actioning

  • Translating Performance Intangibles Into Tangibles

  • Measuring The Meaningful Through Performance

  • Focusing On The Target Of Your Performance Appraisals

The Art Of Feed-Backing And Feed-Forwarding

  • Exploring What Worked And What Didn’t Work

  • Thinking, Speaking And Actioning The Missing

  • Identifying The Difference That Will Make The Difference


The Art Of Winning

  • Hitting Your Future Performance Target


Part 5 – The Mentoring Process


Formal Mentoring Versus Informal Mentoring

  • The Elements Of Informal Mentoring

  • The Elements Of Formal Mentoring


The Formal Organisational Mentoring Process


Setting Up The Mentoring Framework


Step I


  • Identifying Present Life Situation

  • Comprehensively exploring the present domains of Finances, Career, Business, Relationships and Life-In-General.


Step 2


  • Appreciating Historic Life Situation

  • Having a deep appreciation of the historical challenges and wins faced in the domains of Finances, Career, Business, Relationships and Life-In-General.

Step 3


  • Identifying Ideal Life Situation

  • Comprehensively exploring the present domains of Finances, Career, Business, Relationships and Life-In-General.



Step 4


  • Discovering Unique Psychometric and Behavioural Profile           

  • Psychometrically identify your real motivators, empowering and limiting strategies and self-image.




Step 5


  • Exploring The Manoj Sharma People Model

  • Using The Manoj Sharma Individual True Wealth Model to assist in gaining clarity, educate the foundation, develop the building blocks and coach the aesthetics of what it really takes to win at your finances, career, business, relationships and life.

  • Creating Enhanced Value Proposition Targets


Step 6


  • Gaining Clarity of Intention 

  • Clarifying the 7 core areas of your values, passions, vision, mission, rewards, talents and identity.



Step 7


  • Establishing Dynamic Working Targets

  • Identifying your unique, specific, measurable, tangible, time-framed, aligned work & life- based goals in reality with the Partner, Team & I philosophy and Step 1- 5 as the underlying foundation to establish Dynamic Working Targets.



Step 8


  • Appreciating The Foundations of Success 

  • Appreciating how critical it is to build a winning foundation by deepening your relationships with targets, opportunities, environments, masters and coach ability.

  • Ensuring 360° Focus & Delivery On Your Targets


Step 9


  • Reaching Out to Key Stakeholders 

  • Reaching out to key stakeholders. Identifying your dream team of masters, mentors, guides and coaches.

Step 10


  • Inviting In your Dream Team

  • Inviting in your dream team of masters, mentors, guides, teachers and coaches by dialoguing your Dynamic Working Targets with them and identifying competencies required to “ Hit-The-Target ”.


Step 11


  • Gaining Buy In from your Dream Team 

  • Initiating your 360° Coaching Dialogues with your dream team to map, analyse and appreciate present competencies. Starting to get everyone to appreciate the benefits of The Result is Your Guru philosophy.


Step 12


  • Opting Into your Dynamic Working Targets

  • Getting everybody involved and onto the same page with a clear focus of the what, when and how of your initiatives. Doing a reality check on what needs to be done and what it will really take to get it done

  • Relentlessly Advancing Your Targets


Step 13


  • Delivering Well on your Dynamic Working Targets 

  • Doing a Now-to-Now Mapping and setting milestones for your Dynamic Working Targets with Manoj Sharma’ s C.R.A.W.K. framework.


Step 14


  • Seizing Opportunities to Win

  • Systematically working hard and smart in a highly structured and methodical way by seizing opportunities to gain greater clarity, maintain higher levels of focus, while building momentum, experiencing breakthroughs, delivering wins and celebrating every step of the way.


Step 15


  • Truthing & Correcting C.R.A.W.K.

  • Becoming highly Profitability, Performance and Fulfilment Conscious and adjusting dynamically accordingly with feed backing and forwarding from you, your Dream Team and Dynamic Working Targets.

  • Measuring & Celebrating Your ROI


Step 16


  • Measuring Observable Outcomes & ROI 

  • Fact-finding, collating, analysing, and appreciating ROI through 360º  Coaching Dialogues and PRO.PER.FUL MATRIX factoring in past, present and future advancement, achievement and accomplishment.


Step 17


  • Celebrating Together 

  • Reflecting on advancements, achievements and accomplishments as a team and keeping a clear focus on creating an even more powerful future with the High Value Executive Coaching as a foundation.

  • Creating The Framework To Build Upon These World Class Wins



Step 18


  • Championing Forward

  • Exploring how best to Create a Coaching Organisation where all key stakeholders are certified as competent professional coaches and the rest of the organisation is not just opened to and prepared to immediately benefit from coaching in a sustainable and scalable, profitability, performance and fulfillment enhancing way.


Part 6 – Kick Starting Mentoring Across Your Organisation


Attaching Mentees To Mentors


Kick Starting Your Organisation Wide Mentoring Process


Creating Agreements


Reaping The Rewards

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