RR MENTORING
The Rancho Reposo Mentoring Program
Rancho Reposo Mentoring Program aims to raise the level of participants through learning and experience with horses to understand the most important keys to human growth, based on principles that exercise spiritual strengthening as a tool to face the challenges that life poses to us
.png)
Rancho Reposo Mentoring
Mentoring is essentially about helping people develop more effectively through a process where a more developed person helps other persons achieve their goals and cultivate their skills/abilities through a series of type conversations personal and confidential oriented to give them the keys to empower them and make them grow.
Rodolfo Minaya, Founder of Rancho Reposo
The Rancho Reposo mentoring program has been conceived as one of the most important tools to realize our dream and contribute to the creation of a better world. For his, the program is aligned to our vision and mission,and we have also named it the most important spiritual resource’ that our project has: the horse.
Friesian program goals
Short Term (1 to 2 years):
1. Transfer knowledge and skills to ensure continuity plans for collaborators with high management development potential.
2. Guide new collaborators to achieve greater productivity based on growth and balance in working life.
3.Development of executive leadership to guarantee through the meritocratic system,both the commitment of collaborators in positions of high turnover and the fulfillment of the two previous objectives.
Medium Term (3 to 5 years)
1. Guide new collaborators to achieve greater productivity based on growth and balance in working life.
2.Transfer knowledge and skills to ensure continuity plans for collaborators with high management development potential.
3. Development of executive leadership to guarantee through the meritocratic system, both the commitment of collaborators in positions of high turnover and the fulfillment of the two previous objectives.
Long-term (6 to 20 years)
1.Development of executive leadership to ensure, through the meritocratic system, both the commitment of collaborators in high-rotation positions and the fulfilment of the following two objectives.
2. Transfer knowledge and skills to ensure continuity plans of collaborators with high management development potential.
3. Guiding new collaborators to achieve higher productivity based on growth and balance in working life.