Total Mentorship Global is a limited liability company that is set up to support the establishment and development of formal mentoring units that can be grown into departments, directorates and centers of excellence in universities, hospitals, cooperate institutions, ministries departments and agencies, political systems and churches. Additionally, the center also runs formal mentoring systems and programs and strengthens existing mentoring programs for leaders, women, men, adolescents, university and senior high staff and students, hospital staff, and, cooperates, churches and all other sectors. Mentoring research and evaluation systems are also developed to enhance mentoring processes and outcomes. The company also runs short courses in mentorship, workshops on leadership and management, customer care, talent hunt and development, and talent management to facilitate career grwoth. Special mentoring models including family life practices, public life practices, healthy behaviors {preventive, curative and long-life practices} conduct mentoring, total mentoring, financial literacy mentoring are developed and used to represent institutional and induvial uniqueness. The facility also develops mentoring policies, guidelines and standardizes mentoring tools for more effective monitoring and evaluation tools for all sectors and rolls out mentoring and leaders training for mentors, mentees institutional and thinkers. It also supports talent hunt and development, quick and continues transfer of skills, knowledge and smooth transition and planned succession in political systems, leadership and governance institutions, families and other sectors.
In developed and developing countries, mentoring practice and research have not been well developed. Mentoring is practiced with minimal or no theoretical foundation, empirical evidence and research support because the development of the discipline is still embryonic. Mentoring activities in universities, hospitals, cooperates, political systems and all other sectors have not been well synchronized with proper policies, guidelines and frameworks so staff do not benefit much. The prevalence of formal mentoring programs are limited. Recognition and understanding of the institutionalized mentoring practices are lacking in all sectors. The impact of these limited mentoring programs has not been evaluated across universities, research institutions, hospitals and all other sectors. Formal mentoring tools have not been properly standardized. Key indicators of institutionalized mentoring including policy, guidelines, standardized tools, talent hunt and development, proper coordination and rewards, monitoring, evaluation, and supervision mentoring research have not been harmonized and used as standards of practices.
In Africa and other limited resource settings, mentoring models are not tailored to suit specific institutional cultures but are rather sometimes donor driven models. Mentoring needs assessment for high outcomes are almost nonexistent. Funding for formal mentoring programs and mentoring research are limited in low- and middle-income countries including Ghana. However, the high attrition rates of university and healthcare staff, coupled with limited recruitment affects quality of work and healthcare delivery. It also affects teaching, learning, research, leadership, management, and public administration practices in higher institutions of learning. The global burden of disease which is unbearably high in resource limited settings including Ghana coupled with limed recruitment and high attritions and ineffective mentoring practices has negative impact on quality of skills and Knowle transfer in healthcare settings and teachings centers. This contributes to untoward effects on the economy, health and human lives. Early and middle career clinicians, researchers, administrators and leaders experience delays and struggles in career growth. In healthcare settings, early and middle career practitioners have difficulties in quick and continuous transfer and development of specific knowledge and skills that enhance preventive and curative care.
The difficulties in excellent leadership practices, poor leadership performances, corruption and infractions in African countries require that transformational leadership experiences are transferred to the younger generation for continuity through proper mentoring processes. Transitions and successions are always froth with challenges and sometimes threatens the security of countries from the presidency, parliament, Judiciary and the States’s council. This requires comprehensive and formalized mentoring systems and programs that enhance transformational leadership practices with training in peace and conflict management.
Mentoring is not highly driven by technology. This requires that both developed and developing countries work together to foster collaboration to harness human and material resources in developing formal mentoring systems, programs and research using enhanced technology.
Against this background, Total Mentorship Global is a response to the urgent need to provide mentoring expertise and support for quick career growth and development, transformational leadership practices, and smooth transitions and successions in all sectors. The company is equipped with transformational leaders, mentoring experts, mentoring researchers and innovators, human resource experts, project managers, policy analysts, information technology experts and financial experts to support all us in all these capacities.