SThree France & Benelux Reverse Mentoring program
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REVERSE MENTORING PROGRAMME
Transcript of SThree France & Benelux Reverse Mentoring program
REVERSE MENTORING PROGRAMME
1. Objectives
2. Reverse Mentoring Themes
3. The Mentor
4. The Mentee
5. Process
6. Making the most of your it
Agenda
Engine to generate creative ideas for our business
Put experienced people into modern customers’ DNA
Getting insights outside of your usual environment
Fill the Digital, D&I and Management gap between generations
Objectives
Diversity ManagementDigital
How can social media contributes in business growth and to humanise recruitment
LinkedIn / Twitter: how to maximise a profile, build an audience, create / share content, and engage with prospects and customers
The mobile usage and useful Apps to use for our business (Hootsuite, Feedly, Smarp, …)
How to use Facebook / Instagram to recruit internally
Latest Windows functionalities, blogging,
…
What is Diversity at all generational levels
How Diversity can help improve staff retention and acquisition
How to recruit a more ‘diverse’ audience
How being open to Diversity can contribute in generating business
What motivate Gen Y and millennials in business environment
How Gen Y and millennials should be managed and how senior should manage them
…
The Mentor
Rookie to Recruitment consultants with less than 2 years experience and Support Services employee with a maximum 2 year service
The self nomination will be submitted to Reynald Bourdeaux for selection and matching purposes.
A ‘CV Persona’ will be created for each mentor
The Mentor
Benefits to the mentor
• Greater understanding of the challenges experienced by more ‘senior’ people in the organisation
• Enhances your own skills in listening, questioning and providing feedback
• Learning new perspectives and approaches from the mentee
• Helps you contribute something to others in the organisation
• Challenges your own knowledge
• Corporate knowledge that would otherwise take years to acquire
• Increased job satisfaction
The Mentee(s)
STMs, BMs, Directors and Support Services employeeswith a minimum of 5 years service.
For the ‘Meet Ups’ we suggest that mentees’ team should have a minimum of 5 people.
The self nomination will be submitted to Reynald Bourdeaux for selection and matching purposes.
The nomination as team of mentees for the Meet Ups will be done by the team leader/manager and will be submitted to Reynald Bourdeaux.
The Mentee
Benefits to the mentee
• A broader view of the Digital world and modern way to do business
• New or different perspectives on their personal brand and/or impact
• Improved Innovation Governance decisions
• More enlightened strategic plans
• Better awareness of tacit knowledge of internal employee attitudes perceptions on issues • Improve Millennials recruitment and retention
Process
Florence YildizFrance
MENTORS TRAININGHalf day workshop
Driven by the ‘Performance Coaches’
Sophie ChrétienLuxembourg
Belgium
Charlotte BudikeThe Netherlands
Dainah GijzenThe Netherlands
Marlou van Maanen
The Netherlands
Making the most of your mentoring programme
• The reverse mentor should not have a direct reporting relationship to the mentee. (not for ‘meet ups’)
• Both parties should agree on whether they prefer an agenda or a more ad hoc approach to discussion; resolve this up front to ensure compatibility.
• Meetings and Meet Ups should be scheduled on a regular basis. They can take place outside the office (coworking offices, external meeting rooms, café, …)
• Each party should give and receive constructive feedback and challenge the other.
• If the relationship isn't clicking, either party has the right to call it quits.
• Organisational hierarchy should be left outside the door; collaborate as equal learning partners.
• Both parties should be explicit about maintaining and respecting confidentiality.
