Mentoring Course in Singapore

About This Mentoring Training Course

Mentoring Course in Singapore

Mentorship is a long-term relationship that brings many rewards to both the mentor and the mentee. The mentees are given the wisdom and guidance of the mentor from expertise and/or years of experience. Through mentoring, there can be long-term effects from the knowledge shared, skills and practices passed on, and individuals molded into leaders.

Who Should Attend This Mentoring Workshop

This Mentoring workshop is ideal for anyone who would like to gain a strong grasp and improve their Mentoring.

  • All Staff Within An Organisation

  • Managers

  • Team Leaders

  • Executives

  • Assistants

  • Officers

  • Secretaries

Group Size For This Mentoring Training Program

The ideal group size for this Mentoring course is:

  • Minimum: 5 Participants

  • Maximum: 15 Participants

Course Duration For This Mentoring Skills Course

The duration of this Mentoring workshop is 2 full days. Knowles Training Institute will also be able to contextualised this workshop according to different durations; 3 full days, 1 day, half day, 90 minutes and 60 minutes.

  • 2 Full Days

  • 9 a.m to 5 p.m

Mentoring Course Objectives

Below is the list of course objectives of our Mentoring course

  • Define Mentoring
  • Benefits of Mentoring
  • State What Mentors Do
  • Memtoring 101
  • The Rules of Mentoring
  • Mentoring Case Studies

Mentoring Value Added Materials

Each participant will receive the following materials for the Mentoring course

Mentoring Learner’s Guide

Mentoring Key Takeaways Notes

Mentoring Essentials Ebook

Mentoring Course Handouts

Mentoring 30-Day Action Plan

Mentoring MindMaps Pack

Mentoring PPT Slides Used During Course

Mentoring Long-Term Memory Flashcards Pack

Mentoring E-Learning Course

Mentoring Online Video Course

Mentoring Essentials Audiobook

Mentoring Infographics Pack

Mentoring Certification

Each course participant will receive a certification of training completion

Course Fees

There are 3 pricing options available for this Mentoring training course. Course participants not in Singapore may choose to sign up for our online Mentoring training course.

2-Full Day Course

S$78997
  • Learner’s Guide
  • Course Handouts

Premium 2-Full Day Course

S$88997
  • Learner’s Guide
  • Course Handouts
  • PPT Slides Used During Training Course
  • Long-Term Memory Flashcards Guide TM
  • 1 Year Access to Online Training Video Course (*Worth S$589.97)
  • Contact Your Trainer: 90-Day Post Course Help (*Worth S$89.97)
  • Key Learning Takeaway Notes (*Worth S$18.97)
  • Audio Book (*Worth S$18.97)
  • eBook (*Worth S$14.97)
  • Course Infographics Pack (*Worth S$11.97)
  • Course Mind Maps (*Worth S$8.97)
  • 30-Day Action Plan

Upcoming Mentoring Training Course Schedule

Contact us for the latest Mentoring course schedules:

Phone: +65 6817 2530

Email: contact@knowlesti.com

Message:

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Download Mentoring Course Brochure

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  • Post Training Support: A vast majority of training does not have any effect beyond 120 days. To work, training has to have a strong pre- and post-training component. Post-training reinforcement helps individuals to recall the understanding and ask questions.

  • Blended Learning: Learning does not occur in the classroom. Virtually everybody prefers distinct ways of learning. Successful learning should have a multi-channel, multi-modal strategy.

  • We Understand The Industry: We’ve got a profound comprehension of the business, business design, challenges, strategy and the that our participants are in and have designed the courseware to cater to their professional needs.

  • Course Content: Knowles Training Institute’s material is relevant, of high quality and provide specific learning results. Participants will leave the training course feeling as they have gained a strong understanding and will also be in a position to execute what they have learned sensibly.

  • Course Development — The workshop modules follow a systematic and logical arrangement. This structure helps to ensure that the course material allows the facilitators to deliver the course in a logical arrangement. Consider the subjects as building bricks into learning, our facilitators slowly build towards a comprehensive picture of this entire topic.

Knowles Training Institute Clients

Course Enquiries

Fill up the form and we will get back to you in less than 1 working day.

Alternatively, give us a call to have one of our training consultants contact you. Our corporate training courses can be contextualised to meet your organisation’s training needs. Leverage on our large pool of professional trainers and consultants for your organisation’s training needs.

Office Address: Knowles Training Institute, 138 Robinson Road, #28-03, Oxley Tower, Singapore 068906

Office Phone: +65 6935 7406

Email: contact@knowlesti.sg

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Questions

A mentor may give to a protege, information about a career path, guidance, motivation, emotional support, and role modelling. A mentor may assist with examining careers, setting goals, acquiring contacts, and identifying resources.

There are three types of mentoring.

  • Traditional One-on-one Mentoring. A mentee and mentor are united by a program or on their own.
  • Distance Mentoring. A mentoring relationship whereby the two parties (or group) are in separate locations.
  • Group Mentoring. Pair a single mentor with a cohort of mentees.

Mentoring is a method of semi-structured guidance whereby one person gives their knowledge, skills and experience to assist others to grow in their personal lives and careers. Mentoring is more than ‘providing advice’ or passing on what your background was in a particular area or situation.

Mentoring is a connection between two people with the purpose of work and personal development. The “mentor” is usually an experienced individual who shares knowledge, experience, and help with a less experienced person or “mentee.”

The Three C’s of Mentorship are:

  • Role 1: Consultant. This role is the most prominent role for a mentor to play.
  • Role 2: Counselor. Listen.
  • Role 3: Cheerleader. In addition to all of the helpful feedback and advice that a mentor can give, they should also render support and enthusiasm.

Here are examples of goals for mentoring:

  • Leadership skills.
  • Confidence skills.
  • Public speaking/presentation skills.
  • Life and work balance.
  • Becoming a better manager/working with teams.
  • Career trajectories/next steps/5-year plans.
  • People skills.

Successful tutoring relationships go through four phases: preparation, enabling growth, negotiating, and closure.

A good mentor is ready to share skills, knowledge, and expertise. A good mentor can teach what he/she knows and accept the mentee wherever they are in their professional growth. Good mentors can recall what it was like starting in the field.

Here are seven suggested Best Practices for Mentees:

  1. Focus on accomplishing learning goals.
  2. Take an engaging role in the mentoring relationship.
  3. Create SMART goals that will contribute to development.
  4. Be authentic, open and honest.
  5. Prepare for all mentoring meetings.
  6. Stay connected and in communication with the mentor.
  7. Be willing to stretch and step out of the comfort zone.

A good mentor is ready to share skills, knowledge, and expertise. A good mentor can teach what he/she knows and accept the mentee where they are in their expert development. Good mentors can recall what it was like starting in the field.

Consider these seven essential qualities that can help one to become a better mentor.

  • Ability and willingness to communicate what one, as a mentor, know.
  • Preparedness.
  • Approachability, availability, and the ability to listen.
  • Honesty with diplomacy.
  • Inquisitiveness.
  • Objectivity and fairness.
  • Compassion and genuineness.

A mentor is not a parent – he or she is not there to assume the role of a parent. A mentor is not for spoonfeeding – mentors play an essential role in a young adult’s life – Mentors are not for financial support.

This role is essential when someone is new to an organisation, during an induction period, for example. The mentor teaches the learner to develop their understanding quickly or to support their ongoing career development.

Mentoring is a long-term process basing on reciprocal trust and respect. On the other hand, coaching is for the short-term. Mentoring is more focused on building an informal relationship between the mentor and mentee, whereas coaching accompanies a more structured and formal approach.

Mentors will facilitate thinking and will not spoonfeed what to do. Expect a mentoring relationship basing on confidentiality, trust, mutual respect and sensitivity. Mentoring needs clear boundaries between the mentor and mentee, which one should be involved in agreeing.

Mentoring is a learning relationship, generally concentrated on long term career development. The primary goal is to drive building skills, knowledge and understanding, and personal growth.

Benefits of Having a Mentor are:

  • Encouragement and support for growth and improvement.
  • Guidance/collaboration in research.
  • Teaching advice.
  • Creating a professional network.
  • Help in becoming a leader.
  • Getting useful feedback on behaviour.
  • Receiving guidance on promotion and tenure.

How to Be A Good Mentor:

  1. Establish Expectations And Ground Rules. When first presented to the mentee, make them happy by explaining the role.
  2. Do An Informal Needs Assessment.
  3. Set Goals Mutually.
  4. Set A Contact Schedule.
  5. Listen Carefully, Then Ask And Advise.
  6. Let Them Make Their Own Decisions.
  7. Be Answerable To Each Other.
  8. Open Doors.

Mentoring has a long-term relationship concentrating on supporting the growth and development of the mentee. The mentor holds a reservoir of wisdom, teaching, and support, but is not someone who sees and advises on specific actions in daily work.

A possible disadvantage is that if the mentor-mentee relationship is forced, such as when a supervisor assigns an experienced employee to tutor a new hire, it is possible that the two may not hit it off, or that the mentor may feel he does not have the time to fulfil the role while still carrying out his regular job.

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