In personnel development and promotion of young talents, mentoring refers to the structured transfer of professional knowledge or experiential knowledge in the form of personal relationships across a defined period of time. With his experience and knowledge, a mentor encourages the development of a mentee. This is of particular interest to young talents and potentials, who should be supported and encouraged in their further development.

Mentoring uses various coaching methods. In contrast to coaches, mentors often have no specific training for this. This is where USP-D’s offerings begin.

USP-D offers support for the formulation and implementation of institutionalized mentoring programs. These range from the creation of supporting materials (guidelines, manuals, CD-ROMs, etc.) to preparatory and more advanced workshops for mentors and mentees (reinforcement of expertise, role definition, tools and techniques) through to moderated meetings (exchange of experiences). The program conception and evaluation are developed in close cooperation with our clients.



Goals: Establishment of company-internal networks, incorporation into networks, engagement and promotion of talents, knowledge transfer, organization of qualified succession for the company, personal and professional development of the mentees and mentors.

Target group: Managers and experienced specialists who function as mentors, as well as talented individuals and potentials who should be encouraged

Application scope: Support for becoming acquainted with new challenges and tasks, accompanying measures in trainee programs, before foreign deployments, in change processes, for internal and external new hires and successions, as change support in case of mergers and acquisitions.

Formats: Preparatory and supporting materials, workshops, training modules (mentor training), moderation, supervision, coaching

Methodology: Creation of supporting materials, practical workshops, moderated workshops, supervision



  • Greater motivation and involvement thanks to reinforcement of company-internal networks
  • Implementation of practical knowledge management
  • Structured securing of future executives
  • Increase in social and professional expertise, on the part of both the mentors and mentees.
  • Cultural development thanks to the arising of a common corporate language and management philosophy



  1. Absolutely precise and effective implementation of mentoring in the context of various personnel development measures (e.g. lever effects personnel-/ organizational development)
  2. Consistent attention to your needs thanks to custom-tailored procedure
  3. Advantage thanks to best-practise implementation