#Mentor recycled landscape materials full version

PFAFF has been operating in the American markets for customers in the U.S., Canada, Mexico and South America since the 1990s. We collaborate with our customers to develop custom solutions for each project, from prototype molds to volume-production molds with simple designs to highly complex automated systems. We’ve been asked many times to branch out into other areas, but we are a specialist in this niche market and want to continue as a global leader. Molds and equipment for the auto sealing industry are all we do. KG supplies molds, notching, automation and production equipment for vehicle body sealing systems headquartered in Röthenbach (the Allgäu region of Germany) with locations worldwide, including our North Carolina facility. Today, the expertise of the PFAFF team is found in almost every automobile brand. The business grew from a “one-man show” solving problems for a local supplier in the industry to a global leader by adhering to the same founding principles to solve problems for our customers and regard our employees highly. It has been a family business with a single owner ever since. Stefan was later succeeded by his son, Armin Pfaff. Troy DeVlieger, president, PFAFF Molds: Stefan Pfaff started the PFAFF Group in 1957 in southern Germany. Photo Credit, all images: PFAFF Molds Who is PFAFF? KG offers molds, notching, automation and production equipment for vehicle body sealing systems headquartered in Germany with locations worldwide, including a strong presence in North America thanks to its North Carolina facility. She is the founder of the City of Windsor Employee Mentoring Program established in 2006 and served as chair of the city ‘s Employee Mentoring Committee from 2006-2010.PFAFF Werkzeug- und Formenbau GmbH & Co. Lee Anne Doyle, MCIP, RPP, AMCT, OCT, is a Municipal Consultant.

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#Mentor recycled landscape materials full version

✯ Municipal World Insider and Executive Members: You might also be interested in the full version of this article or in Jag Sharma and Julie MacIsaac’s article: TeachingCity Oshawa: Transforming local government with experiential learning and disruptive innovation. Just remember, as Oscar Wilde wrote, “The only thing to do with good advice is to pass it on.” MW A formal mentoring program can be a great way to cultivate a learning organization and create a network of career contacts. It is important for municipalities to encourage employees to share their work experience with others in the organization. It provides an opportunity to reflect on what you’ve learned about yourself, as a mentor or protégé, through the mentoring process, and to celebrate the goals you have achieved. CompletionĬompletion is the final step, which involves a planned ending of the mentor/protégé relationship. The mentor supports the protégé with the implementation of the work plan, as well as providing feedback and accountability. Meetings are normally scheduled independently by the mentor or protégé. On average, mentors and protégés in a formal employee mentoring program meet a minimum of one to two hours a month for a six- to 12-month duration. The empowerment phase is when the work happens.

When planning the frequency and duration of mentoring meetings, the schedule ought to be based around participant availabilities, as well as desired outcomes. In the contract phase, the mentor helps the protégé work out a plan for achieving his or her goal. It is critical that the mentor and protégé establish a foundation of trust and mutual respect. Groundworkĭuring the groundwork phase, the mentor and protégé have a conversation about their expectations, confidentiality, and their relationship boundaries. Mentoring relationships follow a four-step process. It is helpful to make suggestions for how the mentors and protégés can get the most out of their relationship. Identify to participants what the objectives are and what to expect from the mentoring program. Have leaders in the organization communicate the importance of the employee mentoring program find employees who are willing to share mentoring experiences that have made a positive impact on their careers. The following are some of the key components to training. There are various training formats that may be used, including a classroom-style discussion speaking to mentors and protégés separately and then bringing them together to discuss or engaging a facilitator to lead training.