CORE OBJECTIVES

1.0 The core objectives of the E-Mentorship, Creativity and Innovation (EMCI)

  1. To be the leading IT group in integration of innovation and creativity, leading to performance excellence in provision of the most desired solutions through ICT.
  2. To help in pandemic problem solving, food production increase through youths and women mentorship, creativity and innovation skills and knowledge in new agricultural technologies and their involvement to world-wide production.
  3. To help children, youths, women, employees and other bodies realize their talent and develop skills for better performance through talent nurturing mentorship, research, creative arts, innovation and modeling.
  4. To be the leading IT Technology consultant firm in the business field and in mentorships, creativity and innovations.
  5. Help identify career paths for students and support their personal growth, creativity and innovation acts e-Learning trainings.
  6. Provide an opportunity for children, youths and women to learn and practice professional networking skills and in research participation programs.
  7. Equip students with the understanding and tools to make ethical and informed decisions on various fields of life.
  8. Shape students into confident graduates with excellent leadership, communication, critical thinking, professionalism, creativity, innovation and other skills important for their transition to the world of work.
  9. Help students identify and pursue opportunities for employment related to their degrees, apply for scholarships, fellowships, grants and professional career guidance.
  10. To be the leading platform for modeling future leaders in the reduction of immoral thoughts, drug abuse and drug addiction.

1.1 BENEFITS, ROLES, RESPONSIBILITIES OF A MENTORING RELATIONSHIP

  1. Mentoring is a special partnership between two people based on commitment to the mentoring process, common goals and expectations, focus, mutual trust and respect. Mentoring can also encompass activities that allow for transfer of knowledge and skills from one employee to others.
  2. Both the mentor and the mentee give and grow in the mentoring process. The mentee can learn valuable knowledge from the mentor’s expertise and past mistakes and competencies can be strengthened in specific areas. Mentees will have the opportunity to establish valuable connections with higher level employees.
  3. The success of mentoring will depend on clearly defined roles and expectations in addition to the participant’s awareness of the benefits of participating in the mentoring program.

2.Benefits of Mentoring for the Mentor:

  • Enhances creativity and innovation skills and knowledge in research, coaching, training, counseling, guidance, motivation, support, listening and modeling
  • Renews enthusiasm for the role of expert
  • Obtains a greater understanding of the barriers experienced at low levels of the organization
  • Develops and practices a more personal style of leadership and innovations.
  • Demonstrates expertise and shares knowledge to all interested parties in Kenya and the world.
  • Increases generational awareness to wider international scholarships and grants.

3. Benefits of Mentoring for the Mentee:

  • Gains sharper focus on what is needed to grow professionally and innovatively.
  • Furthers development as a professional in a higher level position and critical problem solving.
  • Gains capacity to translate values and strategies into productive actions through innovation and creativity with IT integration skills.
  • Complements ongoing formal study and or training and development activities
  • Gains career development opportunities and world class image.
  • Gets assistance with ideas and honest feedback.
  • Demonstrates strengths and explores potential.
  • Increases career networks and receives greater agency exposure.
  • Improves ability to express expectations, goals, and concerns.
  • Receives knowledge of organizational culture.

As participants reflect on being mentored, time should be devoted to determine the qualities desired in a mentor and what you would like to gain from the partnership.

The mentee’s development depends on exploring career aspirations; strengths and weaknesses; collaborating on means to “get there”; implementing strategies; and evaluating along the way. The mentor will help light the path for the mentee to follow. Learning from the wisdom and past experience of the mentor will serve the mentee well and produce great benefits.

4. Responsibilities – Mentor:

  • Meet with your mentee and or engage in mentoring activities electronically, in-person (or on the telephone as a backup).
  • Willingly share your experience and professional success in the organization and add value to their innovation level.
  • Explain how the organization is structured.
  • Support the organization’s mission, vision, philosophy and goals.
  • Look for experiences that will stretch the mentee (i.e., shadowing during meetings, suggested readings, innovation research etc.).
  • Stay accessible, committed, and engaged during the length of the program
  • Listen well.
  • Provide open and candid feedback.
  • Offer encouragement through genuine positive reinforcement.
  • Be a positive role model.
  • Share “lessons learned” from their own experiences and innovations.
  • Be a resource and a sounding board.
  • Keep your conversations confidential.
  • Let the Mentoring Program Manager know as soon as possible if you are having a problem connecting with your mentor.

5. Responsibilities – Mentee:

  • Meet with your mentor each month and/or engage in mentoring activities in person (or on the telephone as a backup)
  • Be proactive about contacting your mentor and scheduling meetings
  • Commit to self- development
  • Assume responsibility for acquiring or improving skills and knowledge
  • Discuss individual development planning with the mentor
  • Be open and honest on goals, expectations, challenges, and concerns so others can help you
  • Prepare for meetings and come with an agenda
  • Actively listen and ask questions
  • Seek advice, opinion, feedback, and direction from the mentor
  • Be receptive to constructive criticism/feedback and ask for it
  • Keep your conversations confidential
  • Respect the mentor’s time and resources
  • Stay accessible, committed, and engaged during the length of the program
  • Comfortably give feedback to the mentor on what is working or not working in the mentoring relationship
  • Let the Mentoring Program Manager know as soon as possible if you are having a problem connecting with your mentor.

To maximize the outcome of this experience and ensure that mentors derive value from the time they dedicate to mentee career development, we recommend mentees devote a minimum of 5 hours per month to program activities.