Mentoring - Supply Chain / Operations

For Who?

The Mentoring on offer here is especially focused on Supply Chain and Operations Functions


The objective here is to provide technical and methodological support in a tailored manner, and at the same time introduce coaching tools to those areas where cross-functional tensions tend to cristalise. Supply Chain and Operations are in need to take distance but, by culture, are often reserved when it comes to getting external support

Executive CoachTechnical Expertise


  • Review current state: people, performance, processes
  • Cross-functional collaboration and stakeholders management
  • Identify potential skill gaps and provide training
  • Action Plans over 3, 8 and 18 months

Supply Chain, Ops, Project Management Support

  • Articulate project plans
  • KPIs implementation, Reporting process
  • Ensure Corporate values are integrated in routines
  • Change Management and communication plan.

Team Management and Presentations

  • Adjust leadership style to people’ and team’s profiles
  • Skills development and acquisition plan, recruitment support
  • Performance and motivation management, consolidation of personal communication style.

Prepare for next Assignment

  • Delegation and succession plans
  • Personal Development Plan: technical and behavioural skills
  • Optimize compatibility between personal aspirations and new professional requirements.

What is Mentoring?

Individual Support

Mentoring is half-way between Coaching and Consulting. Mentoring is focused on the individual, not on the organization. Whereas in coaching the client identifies his own solutions by himself, in mentoring he will receive upfront proposals for a given situation from the Mentor. The technical approach is quite similar to Consulting (review of current situation, identification and validation of solutions, implementation and review).

Mentor <-> Executive Coach

Because the Mentor focuses on the Individual, he may decide to also behave as a coach: by facilitating the self-generation of solutions, he ensures that the client owns and implements them. There may also be a need for soft-skills development, for example for pubic speaking. If the client needs to make a presentation to a particular audience, working on self-confidence with the use of adequate coaching tools will be of further help.

 Mentoring Objectives

Support HR’s Talent Strategic Development Plan
  • Who goes where, when and which kind of onboarding is needed?
  • Mentoring plan: Timing and Content
Provide a flexible Alternative to internal Mentoring
  • Internal mentors are scarce, not always available and do we have the needed technical mentoring skills in house?
  • A 3-ways alliance process is defined at the beginning (Management – Mentee – mentor) and objectives are set.
Provide tailored Support to People “on the fast Lane”
  • Your promising managers have the potential to deliver, let us ensure that the maturity required matches the tight business schedule
  • What are the technical and behavioural skills that need to be given priority and worked at?
Offer a 3-sided Support: behavioural, technical, and Experience-based
  • Expertise: Supply Chain, Operations and related Functions
  • Coaching competencies: achieve personal balance and adjust behavior
  • Experience and Seniority: international Director in US-multinationals, cross-industries.

What are the Benefits of Mentoring?


A tailored Service instead of a standard Program
  • This support program is developed in accordance with the needs identified by Line Management, HR and the person subject to this service

  • The mentor commits to get the mentee to the level requested, thus the Mentor checks the feasibility first: on the business side, is the objective realistic, what is the level of personal commitment? On his side: does he have the technical skills and experience required for this assignment?

This matches the Expectations of the newest Generations
  • The newcomers praise personal development offers, but also support and feed-backs: Mentoring is one way to increase their loyalty to those Businesses that provide it

  • Having them taking part to the design of their own development program shall reinforce ownership, but also a feel of Authenticity and Sincerity, values that matter so much for them.

A balanced Proposition to your “High Potentials”
  • When it comes to personal style improvement, an external partner comes across as impartial and with a transparent agenda

  • Time is accounted for to prepare the promotion, and getting at risk a promising individual with solid track records is minimized.

Guaranteed Independence
  • The client feels more comfortable to work on personal balance and can deal with concerns relating to stress management, work rhythm, etc.

  • Independence is guaranteed and stipulated when 3-ways alliance process is set up.

Both Consultant and Executive Coach
  • Consultant: technical Mentoring, based upon professional track-records and personal experience

  • Executive Coaching: Work on behavior with peers and senior Management, but also on leadership skills when managing a team or interacting with sponsors.

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