Mentoring
Most successful people say that a mentor changed their lives. It is hard to make it without a mentor and it takes too much time. Mentoring is a cost-effective way to develop and keep talented employees. Yet, many mentoring programs and mentoring relationships fail. We have learned that one of the primary reasons that mentoring programs and relationships fail is that the learning process is not tended and the focus on learning goals is not maintained.

The Lindenberger Group has over ten years of experience in establishing dynamic partnerships with organizations to create successful, long-lasting mentoring programs and are two-time recipients of The Athena Award for Excellence in Mentoring. Judith Lindenberger, Principal, has been called "the wizard of mentoring" by the CIO of a Fortune 500 company.

Our mentoring services include start-up consulting, interviewing key stakeholders, determining business objectives, ideas to market the program to employees, matching mentoring pairs, designing and conducting training workshops, facilitating partnership agreements with mentoring pairs, coaching mentoring pairs, conducting exit interviews with mentoring pairs, and evaluating the results of the mentoring program based on the business objectives.

Online mentoring program - NEW!
Mentoring helps organizations achieve diversity objectives, reduce turnover, enhance employee assimilation, prepare for succession, maintain high performers, improve job performance, manage corporate knowledge and history, reduce learning time and cost, recruit talented employees, and support transitions to international assignments.

Our web-based mentoring program includes:

1. Mentors and mentees fill out initial survey.
2. System provides protégé with up to five available mentors.
3. Real time on line training for mentors and protégés.
4. On line creation of individualized action plans for mentoring partners.
5. Continuous evaluations of mentoring partners.

Performance management
Few management practices are more basic or more widespread than performance appraisals – the formal mechanism through which managers evaluate the job performance of their employees. Yet, as common as this practice may be, it is generally agreed that many companies – both large and small – experience difficulty in structuring and managing the process. Learn how to:

• Choose the best appraisal method
• Introduce the program
• Make sure it works
• Handle difficulties
• Develop disciplinary procedures
• Empower employees
• Use employee recognition programs

Team building
None of us are as smart as all of us.

- Japanese proverb

High performance work teams produce dramatic results in productivity, employee morale and customer satisfaction. Learn how to:

• Formulate a clear statement of purpose and ensure that the team mission is understood and embraced by all team members
• Ensure that goals are realistic and accompanied by specific action plans that have their own measures of success
• Spell out the roles and responsibilities of each member
• Establish protocols for intervening when people are not living up to their responsibilities
• Set aside time for learning
• Establish ground rules for resolving differences and conflicts
• Create reward mechanisms

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The Lindenberger Group. Know-how. Right now.