Recognise early indicators that career guidance and mentoring is drifting away from its intended design.
Designing Career Guidance and Mentoring Programmes
A senior-level treatment of career guidance and mentoring, focused on what changes outcomes.
📍 Cairo🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
The organisation's reputation as an employer is built or lost through career guidance and mentoring. People decide what guidance and mentoring really means by watching who gets promoted. Discussion is anchored to worked examples of the people management and development discipline rather than to abstract argument. The course sets out a working method for career guidance and mentoring that participants can apply the week they return. A common pattern is strong design of the practice within people management and development paired with weak follow-through. The professional literature on guidance and mentoring converges on a small set of controls that reliably work. Participants gain a realistic view of what career guidance and mentoring costs and what it returns. The programme suits teams tackling guidance and mentoring together as readily as individuals attending alone. It closes by agreeing the smallest change to this aspect of people management and development that would make a visible difference.
Expected Learning Outcomes
Design the appeals or grievance route attached to guidance and mentoring.
Pilot changes to career guidance and mentoring before rolling them out organisation-wide.
Review guidance and mentoring annually against what actually happened, not what was intended.
Structure records relating to career guidance and mentoring so they satisfy legal and privacy obligations.
Apply a repeatable review cycle to guidance and mentoring and act on what it produces.
Sequence improvements to career guidance and mentoring so that each step makes the next one easier.
Who Should Attend
Senior leaders accountable for the culture career guidance and mentoring produces.
Human resources managers and business partners responsible for guidance and mentoring.
Planning staff whose forecasts and budgets are affected by career guidance and mentoring.
Public sector personnel officers applying guidance and mentoring within regulation.
Specialists advising senior management on career guidance and mentoring.
Line managers who apply guidance and mentoring in practice.
Course Modules
Career guidance and mentoring: evidence, data and honest measurement
2 sessions · 8 pointsSession 1What has to be agreed before work on career guidance and mentoring starts
- Document the reasoning for every exception granted under career guidance and mentoring.
- Plan succession for roles most exposed to guidance and mentoring.
- Set the annual review point for career guidance and mentoring and who attends.
- Write down the assumptions underpinning the approach to guidance and mentoring.
Session 2Appeals and grievances arising from guidance and mentoring
- Test the policy on career guidance and mentoring against three real cases from the past year.
- Distinguish symptoms from causes when guidance and mentoring underperforms.
- Plan the sequence in which improvements to career guidance and mentoring will be introduced.
- Estimate the cost of guidance and mentoring and the cost of leaving it unchanged.
Guidance and mentoring: policy design and legal footing
2 sessions · 8 pointsSession 1Reviewing guidance and mentoring when nothing has gone wrong
- Identify the data already collected that bears on career guidance and mentoring.
- Assign responsibility for keeping documentation of guidance and mentoring current.
- Check that career guidance and mentoring complies with current labour regulation in every location.
- Train line managers on guidance and mentoring rather than handling every case centrally.
Session 2Reading the current state of guidance and mentoring honestly
- Name a single owner for each element of career guidance and mentoring.
- Arrange the handover of guidance and mentoring so capability survives staff changes.
- Rank the weaknesses in career guidance and mentoring by consequence rather than by ease of fixing.
- Identify where judgement in guidance and mentoring is legitimate and where it is not.
Guidance and mentoring: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Reviewing guidance and mentoring against what actually happened
- Build the appeals route for career guidance and mentoring and publish it.
- Map the handovers in guidance and mentoring between functions and secure them.
- State the purpose of career guidance and mentoring in one sentence a new manager would understand.
- Design the communication for guidance and mentoring around the questions people will actually ask.
Session 2Explaining career guidance and mentoring so people believe it
- Identify single points of dependency in career guidance and mentoring and reduce them.
- Prepare the response for the most likely failure in guidance and mentoring.
- Identify the data the organisation already holds that bears on career guidance and mentoring.
- Review guidance and mentoring for unintended equity effects across groups.
Guidance and mentoring: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1What your existing data already says about guidance and mentoring
- Pilot changes to career guidance and mentoring in one area before wider rollout.
- Remove steps in guidance and mentoring that add effort without adding assurance.
- Measure the effect of career guidance and mentoring on retention and performance, not activity.
- Compare the cost of guidance and mentoring with the cost of its absence.
Session 2Costing guidance and mentoring honestly, including the cost of inaction
- Establish the boundary of career guidance and mentoring and record what sits outside it.
- Script the difficult conversation guidance and mentoring requires and rehearse it.
- Collect evidence on the present handling of career guidance and mentoring before proposing changes.
- Define who decides on guidance and mentoring and who may only recommend.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.