The Magic of Mentoring

Mentoring is not just a leadership tool; it's a transformative process that benefits mentors, mentees, and organizations alike. But despite their best efforts, many leaders struggle to effectively mentor their team members, leading to missed opportunities for development and engagement.

Imagine the potential that remains untapped within your team because traditional leadership approaches fall short in nurturing talent. Without effective mentoring, employee growth stagnates, innovation slows, and organizational culture suffers. Leaders may feel the frustration of seeing their teams falter, not due to a lack of effort, but due to a lack of guidance and empowerment.

"The Magic of Mentoring: Empowering Leaders" is a transformative 2-day workshop designed to address these challenges head-on. By unlocking the secrets of effective mentoring, leaders can bridge the gap between management and meaningful guidance. This course will equip you with the tools and techniques to cultivate a culture of growth, foster innovation, and inspire your team to achieve their full potential. Through interactive sessions, real-life case studies, and actionable strategies, you'll learn how to become an empowering mentor and a visionary leader. Transform your leadership style and unleash the magic of mentoring to drive your team and organization towards unparalleled success.

“The practical strategies and insights I gained have revolutionized how I approach mentorship. This course is a must for any leader looking to make a real difference in their organization.”

— Lea Bautista, Program Director, Pantawid NCR, DSWD

"The Magic of Mentoring: Empowering Leaders" course delivers value by equipping leaders with the skills to become effective mentors. Participants will be able to drive strategic talent development and succession planning, and contribute to a positive organizational culture that attracts and retains top talent. In essence, this course offers leaders a powerful tool to unlock their team's potential and achieve unparalleled success.

The course is best for existing and aspiring leaders across all levels who wish to enhance their mentoring capabilities. HR professionals and organizational development specialists looking to implement or improve mentoring programs within their organizations. Senior executives interested in leveraging mentoring to enhance leadership development and succession planning, and team leaders seeking to build stronger, more cohesive teams through effective mentoring relationships.

COURSE OBJECTIVES

The workshop aims to –

  1. Equip leaders with the knowledge and skills to become effective mentors.

  2. Foster an understanding of the benefits of mentoring for personal and professional development.

  3. Enable participants to establish and maintain productive mentoring relationships.

  4. Guide leaders in creating or enhancing mentoring programs within their organizations.

  5. Encourage a culture of continuous learning and development through mentoring.

"The course opened my eyes to the true power of effective mentoring. I learned not just the 'what' but the 'how' of mentoring, enabling me to build stronger, more meaningful relationships with my team members. 'The Magic of Mentoring: Empowering Leaders' isn't just a course; it's an investment in your team's future and your success as a leader."

— Edgardo Cruz, Director III, CSC Field Office, Region II

COURSE OUTLINE

  • Module 1: Understanding the Essence of Mentoring

  • Module 2: Building Effective Mentoring Relationships

  • Module 3: The Mentor's Toolkit

  • Module 4: Navigating Challenges in Mentoring

  • Module 5: Designing a Mentoring Program

  • Module 6: Measuring the Impact of Mentoring

Elevate your leadership and unlock the potential within your team with "The Magic of Mentoring: Empowering Leaders." This 2-day workshop will transform your approach to leadership, enabling you to inspire, develop, and empower your team like never before. Don't miss this opportunity to become a more effective leader and mentor. Register now and start your journey towards creating a lasting impact through the power of mentoring.

YOUR INSTRUCTOR

Lito Lupena has more than 25 years experience in the field of HR and OD and has been leading talent management programs in many organizations. His experience on Competency Model Development, Assessment and Integration dates back to the 90s when the talent management framework was at its infancy. Today, Lito has helped many organizations develop their Competency Framework and embed it into numerous HR processes such as Recruitment and Selection, Performance Management, Career and Succession, Learning and Development, as well Recognition and Rewards. Mr Lupena is affiliated with many known institutions such as DDI, CEB-SHL Talent Measurement, AAI, ADB, PAHRDOF, PRMF, Human Capital Asia, Inc., iCoDE Today, Ltd., and the Professional Association of Diving Instructors.

 

REVIEWS

 

Rose Maria M. Chua, VP for HR and Corporate Communications, ZUELLIG Pharma

We were elated that we had a more articulate and responsive Competency Model for the core functions of the organization as a result of our project with Lito. What started out as a Global Campaign using the Lominger Model, with Lito’s help we were able to localize the Competencies and created progressive levels of proficiency for each dimension. Now the other Zuellig locations in the Asia-Pacific Region want to replicate our achievement.

Jonathan Villanueva, Global Service Center Director, Emerson

Through Lito’s guidance, we were able to put together a Competency Model that served as the framework for our Talent Management programs. Specifically, we were able to identify the Key Talents within the organization, as well as those we should Keep in View based on their promise of competence.

Atty. Anna Karina A. Coronal, Department Manager, Administrative and General Services Department, National Food Authority

Having defined our Competency Framework in a previous project, our workshop with Lito clarified all that still wasn’t clear and did not convince us of Competency-Based HR. In fact, in light of the clarity, we were able to jumpstart our Succession Planning Program, identifying Key Positions and Critical Competencies which formed the basis for identifying Potential Successors. Without this workshop, we would not have a solid foundation for our project.

Agnes Padilla, Executive Director, Civil Service Commission

CSC was the first among the government agencies to adopt a Competency-Based approach to HR. It was Lito who convinced us that this was the better path for streamlined and integrated HR versus the traditional way we have been managing the function. Because of this project, we are thinking of making it a key requirement among HR across all agencies to ensure an empowered talent pool and effective organization.