SBK Elite: Organizational Mentorship and Coaching Analysis

SBK Elite is a consulting firm specializing in organizational mentorship and coaching. They have significant success in mentoring employees and training programs. SBK Elite has an experience of 21 years in this sector and worked with various notable organizations. They analyze the performances of the employees and support them with valuable inputs in their operations. SBK Elite takes a significant role in training programs to increase the skills and knowledge of the employees of other organizations. The presentation covers why you should choose SBK Elite, the effectiveness of their mentoring programs, proposed mentoring scheme, selection criteria for mentors and mentees, matching process, mentor training, supervision, implementation program, implementation cost, and references.

AN IN DEPTH ANALYSIS OF
MENTORSHIP
NAME OF THE STUDENT
STUDENT ID
NAME OF THE UNIVERSITY

OVERVIEW
o SBK Elite is a consulting firm with professionals from
various disciplines with a primary objective of
specializing in the organizational mentorship and
coaching.
o SBK Elite is a consultation organization which has
significant success in mentoring the employees of the
various organizations.
o The mentioned organization has an experience of 21
years in this sector and worked with various notable
organizations like Australia Unity, Commonwealth bank,
Ingogo and the section of Intercontinental Hotel Group in
Australia.
o The organization analyses the performances of the
employees and supports them with valuable inputs in
their operations, majorly to reduce the increased amount
of faults or defects in their operation.
o Apart from that the organization takes significant role in
training programs in order to increase the skills and the
knowledge of the employees of the other organization.

Why choose SBK Elite
 The organization has significant role in
increasing the effectiveness of the
employees.
 It delivers notable clarity in the
agreement of the goals for both the
mentors and the mentees.
 It has notable impact in increasing the
quality of the employees on the feedback
and the listening skills.
 The organization has important role in
specifying the action plans for both the
mentors and mentees.
 It creates an environment where both the
mentors and the mentees will have the
opportunity to learn from each other.

Why choose SBK Elite
 The organization has significant role in engaging
the mentors and the mentees in an effective
collaboration with a precise focus on the learning
objectives.
 The organization has the excellence of providing
the continuous support by means of the e-training
online tool.
 The organization provides detailed evaluation of
the mentoring programs and the benchmarking.
 Along with that the organization has notable
significance for the creation of the various
employee engagement activities which will be
instrumental in lowering the stress of the
employees and by this method it will be able to
contribute in the employee retention in a
significant manner.

Effectiveness of the mentoring programs
• The concept of mentorship is significantly helpful in the reply to the organizational
issues like the employee turnover, engagement of the employees with the
organization and the transfer of the valuable knowledge across the generations
(HAWKINS 2013).
• Mentored employees are observed to be much more efficient in operating at adverse
situations than the normal employees (PASSMORE, PETERSON AND FREIRE 2013).
• The process of mentoring can lower down the job related stress among the employees
of the organization.

Value of Mentorship
PRODUCTIVITY-
 The process of mentoring will increase the
engagement of the employees and in that
case it will be able to increase the job
satisfaction of the employees by reducing
the job stress generated by excessive work
pressure (LACY AND COPELAND 2013).
 The process helps the organization in
reducing the job turnover and as the
employee retention becomes crucial for the
organization, the mentorship will have
significant importance in the organization in
order to make sure that the productivity and
he quality of the services get improved

Value of Mentorship
Development tool for the mentees-
 The process of mentoring is able to
increase the knowledge and skill of
the employees.
 It has significant role in developing
business contacts and networks.
 It is incredibly focused on the career
goals.
 It is observed to contribute in a
considerable manner to the mentees
in the proper understanding of the
organizational culture which helps
them in significantly in their career
advancement (ANATOLE ET AL.

Value of Mentorship
Satisfaction for the mentors-
 The process of mentoring produces significant
satisfaction to the mentors when the successful
transfer of the skills and the excellence is
achieved.
 The process helps in the construction of the
mentors as a leader.
 The reverse learning is a crucial benefit achieved
by the process of mentorship. The technological
advancement in the operation is an important part
where the senior mentors significantly faces the
problems. As the mentees belong to the new
generation, the fluency of handling the
technological advancement will be high in them
which they can pass to the mentors by means of
consultation. Hence the process will be
instrumental for the mentors as well as they will
be able to learn from the process along with the
mentees.

Needs of XYZ Plc.
 Assimilation of the new employees with the
organizational environment of XYZ plc.
 Proper upgrade of the employees in context of
the innovation or the new technology- this is
required because the organization wants to align
their products or services in accordance of the
customer demands.
 Improvement in the employee retention- as
mentioned earlier the process of mentoring will
be able to reduce the job stresses of the
employees in a significant manner by means of
the several employee engagement activities and
that will be instrumental for the employees in
order to continue with the organization.
 Adapting the technological advancement- the
process of reverse learning will be helpful for the
old employees in gaining more knowledge of the
technology and that will be helpful for the
organization in creating a tech-savvy
environment.

Proposed mentoring scheme
The research on the XYZ plc. Was instrumental in specifying that the process is
significantly influenced by-
• Job roles
• Values
• Teaching and learning style
• Business objectives
• Level of commitment towards the organization
• Personal attributes
The good matches are expected to deliver-
 A significant growth in the professional development of the mentees which will
be important in providing improved performances.
 The overall development of the organization with better employee engagement.
 The reverse learning for the mentors in context of the technological
advancement.

Selection criteria (Mentors)
PROFESSIONAL-
 The individual must have sufficient
knowledge about the vision, mission
or the business objectives of the
organization.
 The professional must have significant
experience and knowledge in the
fields like engineering, IT,
communications and social media.
 The professional must be a important
individual in that organization.
 The professional must have the
experience of 7 years at least in the
industry and must be in the senior
level job profiles for at least 5 years.

Selection criteria (Mentors)
PERSONAL-
o The professional must be patient
person who has the will to teach and
train others.
o The professional must be willing to
offer his or her precious time, effort
and the contacts in order to develop
the mentees
o The professional must be a good
motivator and must encouraging for
the mentees.
o The professional must have the
desire to share his or her experience
in order to provide the scope of

Selection criteria (Mentees)
PROFESSIONAL-
The individual must have a professional experience even
if that is short.
The individual must be in need of the development in
the fields like social media, IT, engineering and
communications.
The individual must have the experience of participating
in a preliminary training of at least 6 to 12 months.
The individual must have the professional degree stating
about his or her self determination and desire in learning
various new concepts.

Selection criteria (Mentees)
PERSONAL-
 The individual must be having the
will to learn.
 The individual must be aim oriented
person along higher level of
dedication.
 The individual must arrange himself
or herself for the self improvement
in the mentioned fields.
 The individual must be tech-savvy
and well updated about the modern
technological advancement.

Matching process
The approach of SBK elite will be like the mentioned explanation-
 The requests for the time of the employees for the enquiries.
 A detailed review on the performances of the employees for the
assessment of the skills.
 Personality test-
 SBK method- SBK is able to form a personality test for the
employees in order to get the specific and realistic assessment of
the personality of the employees.
 Birkman method- the method is instrumental in the assessment of
the behaviour and personality of the employees with an overview
of the past records in context of the societal presence.
 The organization owns a software for the matching purpose which
generates matches based on the data of the skills assessment and
the personality assessment with a higher degree of success rate.

MENTOR TRAINING
The initial training for the staff
retention and innovative
developments-
 5 pairs per consultant with
sectional division in the working
hours for the training on the
four mentioned key aspects.
Online training-
 An online forum or a social
media group for the mentors in
order to discuss the important
aspects of mentorship.
 The access to the interactive
online applications like

MENTOR TRAINING
INDUCTION-
 Mentoring agreement of at least 6 months to be
signed.
 The concerned rules, expected outcomes and the
roles of the individuals are to be specified.
 The documentation of the information which will
be helpful for support must be provided and the
documentation will consists of-
 The significance of the mentoring which will
consist of mission and objectives.
 The description of the modern mentoring
including the different aspects like one to one,
distance and the reverse mentoring.
 The general benefits of the mentors and mentees.
 The briefing of the scope of achieving the
knowledge from the practical works and role
playing.

SUPERVISION
o Mentor support system
o Helpline- Friday 11.00 A.M. To
14.00 P.M.
o Network of support- the social
events on weekly events.
o Counselling- SBK Elite electronic
chat on every Saturday
o Reward system- certificate for
the mentorship

IMPLEMENTATION PROGRAM
The program will be having a duration of 28 weeks and will start from 15th of
October 2018.
Step 1- initial assessments (3 weeks from 30.10.2018 to 20.11.2018)
 SBK elite matching software will be used for the assessment of personality, role
and skills test.
 A survey will be conducted for the data of the participants (from 15.10.2018 to
29.10.2018)
Step 2- Preliminary training (1 week, from 21.11.2018 to 28.11.2018)
 Departmental training
Step 3- Implementation of the mentoring program (24 weeks, from 29.11.2018 to
15.05.2018)
 Agreement between the mentor and the mentee regarding the objectives.
 A survey for feedback of the monitoring program.
 Review of the monitoring journey and assessment of the whole monitoring
program.

IMPLEMENTATION COST
 Preliminary training-
 Mentor- $800
 Mentees- $300
 Initial assessments.
 Membership-
 Electronic training including online
discussion
 Counselling
 Helpline
 Mentors
 $2000 (1 year)
 $3500 (2 year)
 $5000 (3 year)
 Mentees
 $1500 (1 year)
 $3000 (2 year)
 $ 4000 (3 year)
Payment:
 Payment methods- visa, master cards,
cheques.
 Payment must be done on or before 15th
September 2018.
 Withdrawal before 15th of October will
include 20% deduction of the whole
amount while funding and withdrawal
after 15th of October will include 65%
deduction of the whole amount during
the refund.

REFERENCES
ANATOLE, M., MAGGE, H., REDDITT, V., KARAMAGA, A., NIYONZIMA, S.,
DROBAC, P., MUKHERJEE, J.S., NTAGANIRA, J., NYIRAZINYOYE, L. AND
HIRSCHHORN, L.R., 2013. NURSE MENTORSHIP TO IMPROVE THE QUALITY OF
HEALTH CARE DELIVERY IN RURAL RWANDA. NURSING OUTLOOK, 61(3),
PP.137-144.
HAWKINS, P., 2013. COACHING, MENTORING AND ORGANIZATIONAL
CONSULTANCY: SUPERVISION, SKILLS AND DEVELOPMENT. MCGRAW-HILL
EDUCATION (UK).
LACY, M. AND COPELAND, A.J., 2013. THE ROLE OF MENTORSHIP PROGRAMS
IN LIS EDUCATION AND IN PROFESSIONAL DEVELOPMENT. JOURNAL OF
EDUCATION FOR LIBRARY AND INFORMATION SCIENCE, PP.135-146.
PASSMORE, J., PETERSON, D.B. AND FREIRE, T., 2013. THE PSYCHOLOGY OF
COACHING AND MENTORING. THE WILEY-BLACKWELL HANDBOOK OF THE
PSYCHOLOGY OF COACHING & MENTORING, PP.3-11.