CREATING A MENTORING AND COACHING CULTURE: THE BSP …

CREATING A MENTORING AND COACHING

CULTURE: THE BSP EXPERIENCE3 June 2016

The Beginning The PolicyThe Policy The Process The Lessons

TheTheTheThe BSP Mentoring Program BSP Mentoring Program BSP Mentoring Program BSP Mentoring Program JourneyJourneyJourneyJourney

The ResultsThe Results

2Crea ng a Mentoring and Coaching Culture: The BSP Experience │ 3 June 2016


• Development of ready

successors through…

- Training

- Workplace development

interventions (e.g.

coaching, mentoring, etc.)

L2 OBJECTIVE: L2 OBJECTIVE: L2 OBJECTIVE: L2 OBJECTIVE: EFFECTIVELY IMPLEMENT SUCCESSION MANAGEMENTEFFECTIVELY IMPLEMENT SUCCESSION MANAGEMENTEFFECTIVELY IMPLEMENT SUCCESSION MANAGEMENTEFFECTIVELY IMPLEMENT SUCCESSION MANAGEMENT

• MentoringMentoringMentoringMentoring

- involves the exchange of insights and experiences between thementor and the mentee

• CoachingCoachingCoachingCoaching

- a process of helping another person improve performance and increase productivity at work

DEFINITIONSDEFINITIONSDEFINITIONSDEFINITIONS


The Beginning

2010 - 2014



6


THE BEGINNING…. THE BEGINNING…. THE BEGINNING…. THE BEGINNING….

ggggetting buyetting buyetting buyetting buy----in in in in

from TOP MANAGEMENTfrom TOP MANAGEMENTfrom TOP MANAGEMENTfrom TOP MANAGEMENT

Crea ng a Mentoring and Coaching Culture: The BSP Experience │ 3 June 2016

What is the meaning of life?


The meaning of LIFE is to find your GIFT. The purpose of LIFE is to give it away.

- Pablo Picasso


Have you touched other people’s lives?

9Creating a Mentoring Culture: The BSP Experience

“Pogi/Ganda pengeng piso!”

• Reliable

• Dependable and trustworthy

• Knowledgeable

TheTheTheThe Story of Jenny from the TAFT Story of Jenny from the TAFT Story of Jenny from the TAFT Story of Jenny from the TAFT

Creating a Mentoring Culture: The BSP Experience 10

SOURCE: https://www.facebook.com/JENNY-from-the-TAFT-La-Salle-We-love-you-Rest-in-Peace-124436444255565/

Jenny…. Jenny…. Jenny…. Jenny…. tttthe most awesome beggar!he most awesome beggar!he most awesome beggar!he most awesome beggar!

11Creating a Mentoring Culture: The BSP Experience

Benito Del Barrio Ebuen (+)

The Beginning The PolicyThe Policy



TheTheTheThe BSP Mentoring Program BSP Mentoring Program BSP Mentoring Program BSP Mentoring Program (BSP MP)(BSP MP)(BSP MP)(BSP MP)

Approved on Approved on Approved on Approved on

23 December 2010 23 December 2010 23 December 2010 23 December 2010

under under under under

MB Res. No. 1850MB Res. No. 1850MB Res. No. 1850MB Res. No. 1850

Start of Start of Start of Start of

implementation:implementation:implementation:implementation:

February 2014 February 2014 February 2014 February 2014

(with 19 mentors (with 19 mentors (with 19 mentors (with 19 mentors

and 11 mentees)and 11 mentees)and 11 mentees)and 11 mentees)

Expansion of Expansion of Expansion of Expansion of

BSP MP’s coverage:BSP MP’s coverage:BSP MP’s coverage:BSP MP’s coverage:

18 September 2014 18 September 2014 18 September 2014 18 September 2014

As of date:As of date:As of date:As of date:

40 mentors and 40 mentors and 40 mentors and 40 mentors and

124 mentees 124 mentees 124 mentees 124 mentees


OBJECTIVESOBJECTIVESOBJECTIVESOBJECTIVES

1. Support efforts to develop more leaders in the Bank;

2. Provide a venue for current leaders to share their professional

and personal experiences that will uphold the BSP Values; and

3. Promote a high performance culture.

Aligned with the BSP Succession Management Program,

the BSP MP aims to:


The Beginning The PolicyThe Policy The Process



PROCESS FLOWPROCESS FLOWPROCESS FLOWPROCESS FLOW

Introductory Activity /

Mentoring Leader Training

Accomplishment of the Mentor-Mentee Card

Matching of Mentors and

MenteesMeet and Greet

Mentoring Proper

Quarterly Kumustahan

Monitoring and Evaluation


INTRODUCTORY ACTIVITYINTRODUCTORY ACTIVITYINTRODUCTORY ACTIVITYINTRODUCTORY ACTIVITY

TOP MANAGEMENT

MIDDLE MANAGEMENT


MENTORMENTORMENTORMENTOR----MENTEE CARDMENTEE CARDMENTEE CARDMENTEE CARD


BASIS FOR BASIS FOR BASIS FOR BASIS FOR MENTORMENTORMENTORMENTOR----MENTEE MATCHINGMENTEE MATCHINGMENTEE MATCHINGMENTEE MATCHING

1. Mentee’s request for a particular mentor;

2. Matching of competencies indicated by both parties

in the mentor-mentee card; and

3. No direct reporting relationship between the mentor

and the mentee.


MEET AND GREETMEET AND GREETMEET AND GREETMEET AND GREET


MENTORING PROPERMENTORING PROPERMENTORING PROPERMENTORING PROPER


MENTORINGMENTORINGMENTORINGMENTORING KUMUSTAHANKUMUSTAHANKUMUSTAHANKUMUSTAHAN


MONITORING AND EVALUATIONMONITORING AND EVALUATIONMONITORING AND EVALUATIONMONITORING AND EVALUATION

Are you Are you Are you Are you

ready/willing to be ready/willing to be ready/willing to be ready/willing to be

a MENTOR? If YES, a MENTOR? If YES, a MENTOR? If YES, a MENTOR? If YES,

on what on what on what on what

competencies? competencies? competencies? competencies?

Was the program able to meet Was the program able to meet Was the program able to meet Was the program able to meet

your expectations? If YES, how? If your expectations? If YES, how? If your expectations? If YES, how? If your expectations? If YES, how? If

NO, why not?NO, why not?NO, why not?NO, why not?

In what aspects do you feel the In what aspects do you feel the In what aspects do you feel the In what aspects do you feel the

mentoring program needs mentoring program needs mentoring program needs mentoring program needs

enhancement? What enhancement? What enhancement? What enhancement? What

suggestions do you have in this suggestions do you have in this suggestions do you have in this suggestions do you have in this

regard?regard?regard?regard?

Is the BSP MP a helpful Is the BSP MP a helpful Is the BSP MP a helpful Is the BSP MP a helpful

development intervention development intervention development intervention development intervention

insofar as your insofar as your insofar as your insofar as your

developmental needs are developmental needs are developmental needs are developmental needs are

concerned?concerned?concerned?concerned?


PROGRAM ASSESSMENTPROGRAM ASSESSMENTPROGRAM ASSESSMENTPROGRAM ASSESSMENT

STRENGTHS:STRENGTHS:STRENGTHS:STRENGTHS:

☺ A good venue for the transmission of valuable knowledge, experiences and values

☺ A helpful Workplace Development Intervention (WDI) that addresses

developmental needs

• learning about how Bank executives address the concerns/challenges faced by their departments/offices

• receiving valuable guidance on how to handle difficult situations


PROGRAM ASSESSMENTPROGRAM ASSESSMENTPROGRAM ASSESSMENTPROGRAM ASSESSMENT

CHALLENGES:CHALLENGES:CHALLENGES:CHALLENGES:

• Scheduling

• Matching of mentors and mentees

• Mode of mentoring

• Structure


CREDITING OF TRAINING HOURSCREDITING OF TRAINING HOURSCREDITING OF TRAINING HOURSCREDITING OF TRAINING HOURS

• Office Order No. 2738 s. 2015 – Guidelines on the Crediting of Training/Learning Hours to Participation in BSP MP Activities

• Completed mentorship – maximum of 12 training hours each

• Kumustahan – equivalent to two (2) hours


MENTORING CERTIFICATESMENTORING CERTIFICATESMENTORING CERTIFICATESMENTORING CERTIFICATES


MODES MODES MODES MODES OF MENTORINGOF MENTORINGOF MENTORINGOF MENTORING

1. One-on-one mentoring

2. Group mentoring

3. E-mentoring

4. Peer mentoring

5. Reverse mentoring


TERMS TERMS TERMS TERMS OF BSP MPOF BSP MPOF BSP MPOF BSP MP• DURATION

for a period of three months to one year

• FREQUENCY

based on mutual agreement

preferably once a month

• VENUE

within the premises of the BSP

• LEVEL OF CONFIDENTIALITY

high level of confidentiality

• TERMINATION

may be terminated at anytime, if both parties agree


MENTORING AND THE MENTORING AND THE MENTORING AND THE MENTORING AND THE

MANAGEMENT DEVELOPMENT PROGRAM (MDP)MANAGEMENT DEVELOPMENT PROGRAM (MDP)MANAGEMENT DEVELOPMENT PROGRAM (MDP)MANAGEMENT DEVELOPMENT PROGRAM (MDP)

• Office Order No. 0690 s. 2016 – BSP MDP Implementing Guidelines

• The BSP MP is an official part of the MDP:

� Accelerated Track – participants to undergo mentoring

� Regular track – includes Mentoring Leader Training as one of the foundation courses


VALUE VALUE VALUE VALUE OF MENTORING TO BSPOF MENTORING TO BSPOF MENTORING TO BSPOF MENTORING TO BSP

1. Accelerated leadership development

2. Better succession planning

3. Stronger/more cohesive teams/expanded stakeholder relations or networking

4. Heightened individual and organizational learning

5. Development of potential successors for leadership positions at less cost


MOVING FORWARD PLANSMOVING FORWARD PLANSMOVING FORWARD PLANSMOVING FORWARD PLANS

1. Mentoring-for-a-Day

2. Feedback from participants who have completed mentorships

3. “Mentee today, mentor tomorrow”


• Coaching Coaching Coaching Coaching (i.e., process of giving feedback), is considered one of the most influential

tools often used by managers to improve employee performance.

• 2012, 2013 and 2014 2012, 2013 and 2014 2012, 2013 and 2014 2012, 2013 and 2014 Results of the BSP Organizational Climate Survey (OCS)

- performance management

- recognition

• March 2013 March 2013 March 2013 March 2013 – HRDD conducted FGDs on the implementation of the

performance evaluation system

• BenchmarkingBenchmarkingBenchmarkingBenchmarking with other central banks/local institutions

COACHING: COACHING: COACHING: COACHING: BACKGROUNDBACKGROUNDBACKGROUNDBACKGROUND

} among the bottom three facetsamong the bottom three facetsamong the bottom three facetsamong the bottom three facets


COACHING IN THE BSPCOACHING IN THE BSPCOACHING IN THE BSPCOACHING IN THE BSP

“Heart of “Heart of “Heart of “Heart of

Coaching” Coaching” Coaching” Coaching”

certification

program

PilotPilotPilotPilot----testing of testing of testing of testing of

coaching in HRDD: coaching in HRDD: coaching in HRDD: coaching in HRDD:

February 2015February 2015February 2015February 2015

HRDD: HRDD: HRDD: HRDD:

ddddraft raft raft raft gggguidelinesuidelinesuidelinesuidelines

aaaand nd nd nd

process process process process fffflowlowlowlow

“Essentials of “Essentials of “Essentials of “Essentials of

Coaching” Coaching” Coaching” Coaching”

workshopworkshopworkshopworkshop

Coaching Logs: Coaching Logs: Coaching Logs: Coaching Logs:

to document to document to document to document

sessions and sessions and sessions and sessions and

monitor progressmonitor progressmonitor progressmonitor progress

Developing the Developing the Developing the Developing the

Developers: Developers: Developers: Developers:

tips on effective tips on effective tips on effective tips on effective

coachingcoachingcoachingcoaching


MOVING FORWARD PLANSMOVING FORWARD PLANSMOVING FORWARD PLANSMOVING FORWARD PLANS

1. Institutionalize coaching high performance culture

2. Require all supervisors/managers to practice performance coaching

- for implementation in 2017


The Beginning The PolicyThe Policy The Process




Mentors

40

Mentees

124

Total = 164

Q1 2016Q1 2016Q1 2016Q1 2016Q1 2016Q1 2016Q1 2016Q1 2016

ParticipantsParticipantsParticipantsParticipants

Mentors

19

Mentees

11

20142014201420142014201420142014

Total = 30

QuantityQuantityQuantityQuantity: : : : Increased motivational Increased motivational Increased motivational Increased motivational and inspirational and inspirational and inspirational and inspirational mentoring mentoring mentoring mentoring partnerships among BSP leaders partnerships among BSP leaders partnerships among BSP leaders partnerships among BSP leaders


Increased Mentoring

Sessions

15 conducted activities

(Q1 2016)

Increased Mentoring

Sessions

15 conducted activities

(Q1 2016)

Mentoring Session

Activity

Total

Introductory Activity 7

Meet and Greet 3

Kumustahan 5

Total 15

Increased Participants in

Mentoring/Coaching

Training/Workshops

(Q1 2016)

Increased Participants in

Mentoring/Coaching

Training/Workshops

(Q1 2016)

0

100

200

300

400

500

600

700

800

2008 2011 2014 2015 2016 Total

16

217233

5819

61

138151

29

209

389

16

217 209

48

270

760

Coaching and Mentoring Coaching Mentoring Total

QualityQualityQualityQuality: : : : Increased participants with training and nonIncreased participants with training and nonIncreased participants with training and nonIncreased participants with training and non----training training training training interventions interventions interventions interventions


3 months

2014 Q1 2016

Processing Time in Filling (KCPs)

Efficiency on processEfficiency on processEfficiency on processEfficiency on process: : : : Improved turnImproved turnImproved turnImproved turn----around time in filling around time in filling around time in filling around time in filling Key and Critical Positions (KCPs)Key and Critical Positions (KCPs)Key and Critical Positions (KCPs)Key and Critical Positions (KCPs)

39

0

6 months


40

Comparative Matrix on ConsultantsComparative Matrix on ConsultantsComparative Matrix on ConsultantsComparative Matrix on Consultants

Efficiency on costEfficiency on costEfficiency on costEfficiency on cost: Cost savings : Cost savings : Cost savings : Cost savings

Service Provider A Service Provider B Service Provider C


The Beginning The PolicyThe Policy The Process The Lessons




The BSP Mentoring Program Journey

In creating a culture of mentoring / coaching :

1. Know your organization and its business.

2. Know your organization’s people.

3. Have a game plan; 3 – 5 steps ahead.

4. Be creative in implementing the program.

5. Establish the M&C “environment” for sustainability.

TheTheTheThe 3 Ks 3 Ks 3 Ks 3 Ks

• Know Your Client

• Keep an Open Mind

• Kill Your Impatience

42

play


"Before you are a leader,

success is all about growing yourself. When you become

a leader success is all about growing others.”

- Jack Welch

“If your actions inspire others to

dream more, learn more, do more

and become more, you are a leader.”

- John Quincy Adams

“A good leader inspires people to

have confidence in the leader. A

great leader inspires people to

have confidence in themselves.”

-Eleanor Roosevelt


THANK YOUTHANK YOUTHANK YOUTHANK YOU

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CREATING A MENTORING AND COACHING CULTURE: THE BSP …