“The One2One mentoring process is an Initiative specially designed to guide, support and mentor young individuals who are assuming leadership positions or are expected to do so in the future. This approach is based on an individualised, highly customised approach dedicated to addressing individual needs and requirements and offering a complete developmental perspective. The One2One Program does, not only focus on Knowledge Acquisition but is also meant to provide mentees with the opportunity to build self confidence and to work on aspects related to Role Model Behaviours.

The One2One program is a catalyst for Growth and Development and is relevant to young leaders who have potential to build knowledge and experiential capability.

The One2One Mentorship Model

Familiarisation Exposure Personal Development Knowledge Acquisition Gaining Expertise Confidence Building Commitment to Self Growth & Development Induction Preparations Awareness Stimulation Evaluation Development Learning Knowledge Transfer Reflection Assessment Coaching Mentoring Enrichment Growth © Zairi,EC TQM,2009


The One2One Mentorship Process begins with Familiarisation to the concept of One2One Mentorship Process. It involves getting rid of the Cultural Shock and settling into a New Environment.


The next step of the One2One Mentorship Process in giving them Exposure to the concept of Knowledge Acquisition in small doses, to get them started on the Program.

Personal Development

This step involves understanding the needs and requirements of an individual and creating a customised personal development plan for an individual based on needs identified.

Knowledge Acquisition

This phase of the mentorship program involves an individual to gain knowledge through a variety of methods, like One2One Briefing Sessions, attending an interest and need based seminars and lectures, spending time with Professors at different university.

Gaining Expertise

The next step of the Program is to getting them into the Experimental mode, helping them to develop a habit of maintaining a log book, reflecting on their learning and assessing them and getting them certified.

Confidence Building

This aspect of the Mentorship development program helps in building an individual confidence and is more focused on changing the individual’s behaviour rather than his skills and competencies. Getting them into the habit of asking questions, working in a team and things like that.

Commitment to Self Growth and Development

This step is the most crucial as it helps an individual to develop itself into a habit of growing and getting them build that extra bit of confidence to enhance and enrich themselves and Getting them to self critical and self evaluating in order to grow.


It is the orientation of the programme that will give an overall briefing of the support and guidance that will be provided during the programme.


This is the ice breaking period, where the participants will be trained to have similar frame of reference among the group members to absorb the knowledge and skill that will be gained through this programme.


Familiarising the participants to the basic terms and concepts that will give them the necessary understanding, and an ability to be conscious of the elements that will be discussed/ practiced during the programme.


This indicates the facilitation of acquiring relevant knowledge in order to get habituated to the terms; concepts and practicing the knowledge gained become a standard norm of the participants’ basic business practices.


This refers to a systematic determination of merit, worth, and significance of the knowledge and skills of participants using criteria against a set of standards for characterization and appraise the participants.


This is a process of growing the knowledge and skill set of the participants against the set KPIs.


This is a process of conscious consumption of required knowledge where the participants will be goal‐oriented and highly motivated to acquire knowledge.

Knowledge Transfer

Knowledge transfer will take place during the programme as a mechanism to organize, create, capture or distribute knowledge and ensure its availability for future users.


This is the self evaluation of participants to understand their learning, personal development, and also recognises their strengths and weaknesses clearly.


It is the process of documenting in measurable terms the knowledge, skills, attitudes and beliefs of the participants that has been gained during the programme. This assessment can take place in the form of formative and summative; objective and subjective; referencing (eg, peer review, criterionreferenced, norm‐referenced etc); and both informal and formal.


It is a method of directing, instructing and training the participants, with the aim to achieve the pre‐set goals and develop specific skills through verities of ways, e.g. Motivational speaking, seminars, workshops, supervised practices etc.


This is developmental relationship that is done in a one to one perspective where a highly qualified and experienced mentor will guide and help an individual participant in order to learn faster and building their confidence.


This is the process of enhancing knowledge of participants and transforming them to a state to have the thrust for incremental learning.


Growth refers to an increase of acquisition of knowledge and skill to the desired level that matches with the preset goals and also paves the way for the continuous development.