Skip will come to your office or designated meeting place and will mentor you one-on-one in leadership, management, and organizational development skills, as well as team dynamics, process, product, and project management. High-interest areas of learning include: organizational cultural design and change; diversity; workplace psychology, sociology, and politics; dealing with difficult employees; strategic planning; organizational design and development; organizational leadership and succession planning; compensation issues; and general business planning and development.

Skip helps his learning partners develop career and life skills that build strong individuals and powerful organizations. The results include successful resolution of conflicts, breakthrough communications, and higher levels of productivity.

Benefits include:
• One-on-one confidential mentoring sessions with Skip Rowland.
• Addressing personal and organizational strengths and weaknesses with a neutral party.
• Personal and organizational growth.
• Tapping into the knowledge and experiences of others.
• A personal development reading list.
• A step-by-step process for positive change.

Skip’s One-On-One Mentoring Work Plan

Step I Needs Assessment for Personal and Professional Mentoring
Skip and the learning partner outline the scope of the mentoring relationship. Scope refers to the purpose of the mentoring activity, the duration, frequency of meetings, the depth of the business relationship, and the goals, objectives, and commitments of the mentoring experience.

Step II Program Design and Development
Skip combines his nearly three decades of personal wisdom and experiences with the data obtained during the needs assessment to work with the learning partner and craft an innovative and customized mentoring plan. The three-step plan includes (1) identification of the thoughts and behaviors to be changed, (2) the change process, and (3) the imprinting of the new thoughts and behaviors.

Step III Mentoring Plan Initiation
Working as a team, Skip and the learning partner initiate the mentoring plan using the C.A.R.E. Package Learning System™ Mentoring Model.

The C.A.R.E. Package Learning System™ model consists of six competencies learned as a part of the mentoring experience. They are:

Competency #1: Preparation of the Imagination or Vision Building
The purpose of this competency is to develop the vision-building capacity of the learning partner. In this competency, the learning partner develops a current vision of personal performance, a future vision of personal performance as well as a vision of the gap between the two. Mastery of this competency requires cultural and contextual knowledge, as well as a vivid picture of both the current and future visions. Working with the Mentor, the learning partner develops a deep understanding of the goals and objectives required to close the gap between the “as-is” and “to-be” visions.

Competency #2: Leadership and Interpersonal Communications
In this competency, the learning partner develops and masters the verbal and non-verbal communications required to articulate their current and future visions for the organization and develops an understanding of the tasks required to close the gap between the current and future states. Verbal communication relates to the ability to articulate the transformative vision, but also the ability to listen to others. Non-verbal communication relates to professional appearance, written business communications, signs, symbols, and body language.

Competency #3: Entrepreneurial Attitude
In this competency, the learning partner’s entrepreneurial attitude is grounded in a deep understanding of the core values of motivational and inspirational leadership. Mastery of this competency requires the ability to design and control feelings, emotions, values, beliefs, and thoughts about self and others.

Competency #4: Acceptance of Responsibility
In this competency, the learning partner develops and masters the ability to set and achieve goals, objectives, and tasks. Goals are set that direct and motivate the learning partner. Goals are translated into daily work objectives. Daily work objectives are translated into special and routine tasks. Mastery of this competency is achieved when the learning partner develops the ability to anticipate task objectives and goals as well as achieve them with high levels of proficiency.

Competency #5: Maximization of Effort
In this competency, the learning partner develops and masters the utilization of the key resources of the organization available for personal growth and leadership development. Leadership of human resources means developing the ability to blend the resources of the organization with the skills of staff in order to accomplish organizational goals. Mastery of this competency is achieved when the learning partner develops the ability to lead through unconscious competence.

Competency #6: Collaborative Evaluation of the Mentoring Experience
In this competency, the learning partner develops and masters the self-monitoring and personal evaluation skills necessary to ensure that the goals that are set are the goals that are achieved. Mastery of this competency requires that the mentor and learning partner co-develop a journal to log all mentoring activities, as well as goals achieved, and obstacles and challenges encountered. The learning partner will be responsible for maintaining the journal.

Step IV Completion of the Mentoring Plan
Skip and the learning partner agree that the objectives of the mentoring plan have been satisfied. Follow-on advisory sessions are arranged for as required.

How to Order:
Contact Skip at his email address: skip@bannercross.com
or call him at (206) 227-7215