Coaching and Mentoring Systems that are internally developed within the organization proved to be one of the practical ways of learning in organizations.

Based on our experience from completed projects, we have observed that the application of internal coaching and mentoring within organizations result in the following gains:

  • Coaches/mentors and coachees/mentees show an increased sense of loyalty
  • Coaches/mentors also focus more on their own personal development
  • Coaches/mentors also focus on their own managerial development
  • Organizations have the opportunity to question their own processes
  • Experiences are shared within the organization
  • The values and mission of the organization become more widespread
  • There is an opportunity for a common language to be developed within the organization
  • Desired change is brought about more easily within the system
  • Skills are promoted
  • Talents are more easily retained and developed

Project Phases

Phase 1: Designing the System
This phase consists of identifying the objectives of the coaching/mentoring system, building the project team, identifying the mentors and the mentees, designing the processes, and creating an internal communication model for the process. 

Phase 2: Introducing the System to the Organization
This phase involves the announcement, communication and launch of the designed project 

Phase 3: Making Selections
This phase involves the selection of the coaches/mentors and coachees/mentees and their pairing with each other. 

Phase 4: Training Sessions
This phase consists of trainings for the coaches/mentors and coachees/mentees. 

Phase 5: Follow-up and Evaluation of the Process
This phase consists of deciding on the necessary revisions and support applications after the process has reached a certain point. 

Phase 6: Supervision
This phase involves the support of coaches/mentors in terms of supervision.