The Circular Cycle of Mentoring Model presented here, follows the adoption of an organisation of the Impact Circular Model. First, an organisation needs to adopt the overall strategic impact model, and then move to adopt this mentoring model here, namely the Mentoring Circular Model. This targets the actual employees of the organisation and their upskilling in the designed skills and strategy of the organisation. By implementing the model, the employees will through the tools and training offered, be able to improve competences such as:
– understanding the concept of different cultures,
– self-knowledge about topics,
– knowledge of interacting with other cultures,
– enhance their adaptation skills,
– up-skill their organizational skills,
– enhance their intercultural communication abilities,
– sensitise their attitudes of modesty and respect,
– create relationship-building skills,
– fell motivated for personal and professional commitment.
The main aim of this model is to facilitate the grass root level change within an organisation, promoting the principles of non-discrimination. The staff, who will have the necessary tools and support coming from within the organisation, will be able to up-skill themselves, enhance their interactions with the immigrants and refugees.
Click the button Read more to find out about the implementation guidelines of the Circular Cycle of Mentoring Model and the development steps involved.