Career and Leadership Development:

Soaring Beyond Success through Mentoring

The Power Is in the Choices; The Magic Is in the Mentoring

America's Signature Mentoring Program for Law Enforcement and Fire Service Organizations is presented and facilitated by Stephen M. Gower, CSP. Mr. Gower is respected for his ability to help organizations design an In-House Reservoir of Mentoring Expertise.

Although this program is being utilized primarily by Law Enforcement and Fire Service Organizations, it will bring value to any team. This approach focuses on the mutually beneficial relationship between the mentee and the mentor. Mr. Gower serves as lead mentor and brings the emphasis to the point where it can be sustained by In-House Mentors. Specific challenges, both at points of strength-sculpting and weakness chiseling, will be addressed by the mentee. Action plans are monitored, measured, and evaluated. 

Stretchability! How to Build Your Agenda for Growth is the mentee's handbook for this journey. To our knowledge, there is no model that is similar to this approach in our country.

What Are Stephen's Participants Saying?

“Stephen M. Gower is as down-to-earth as imaginable. From moment one, you feel as if he is a special friend, blessed with a marvelous insight to leadership.”
Fire Chief Mark Burdick, Glendale, AZ
“...many times I have turned to Stephen for inspiration. Whether in a live presentation or through one of his books or tapes, I find his concepts to be rock solid.....The value Stephen brings to our organization is priceless.”
Sheriff Brad Slater, Weber County, Utah
“Diverse had reached a plateau....Stephen Gower was the growth solution. With amazing quickness, Stephen identified growth areas for senior leadership and key employees. Our work force welcomes his presence and his coaching. His contribution to our organization is priceless.”
President Wayne Livingston, Ph.D., Diverse Power
“I have had several opportunities to experience Stephen Gower's proven approach....For those committed to effectively influencing performance, Stephen provides proven pathways to confront such modern obstacles.”
Major Steven Fields, Connecticut State Police
“Stephen's ability to filter the important issues, communicate with each team member, and inspire the entire team is awesome....because of Stephen's program, I have retained two exceptionally quality people because of Stephen. Take advantage of this man.”
President Ron Romero, Schaefer's Television & Appliance Ctr.
“Stephen Gower...conducted a series of team building sessions to promote high performance team interactions....Faced with varying degrees of personalities, Stephen structured his program accordingly. I highly recommend Stephen for this role.”
President Ron Bridgers, Roper Pump Company

Phase One:

Historically, organizations train, or supervise, very well when issues are task-grounded or tactical in nature. However, from another perspective, there is often a huge void at the point of training, or supervising, at the point of professional growth, leadership development, and succession planning. A strong mentoring-system addressing career and leadership development affecting both the individual and the institution equals mentoring. A vigorous mentoring-system will encourage mentors to persistently inquire of mentees the following: “Where do you want to go in your career? How can I help you get there?”

This fresh perspective on mentoring sets the stage for phase one. Stephen and the organization's Uppercase leadership agree upon a one to three day emphasis where Stephen will set the stage for mentoring. A key aspect of the “set-up agreement” - routinely conducted over the telephone – will be a conversation about:Linkage: The Stellar Relationship between Mentoring, Professional Development, and Succession Planning.

Phase Two:

Stephen's time with the organization will involve both small group and one-on-one sessions. The initial component of this presentation will cover six essential career development modules of the emphasis: Strength Sculpting, Weakness Chiseling, Communication, Decision Making, Journey Servicing and Leadership at Every Level. The key component of Phase Two will be the completion of the Personal Agenda for Growth by each mentee.

Prior to Stephen's arrival, both mentees and mentors will have received their Stretchability handbook. Participants will be assigned handbook material to be completed prior to Stephen's arrival. Stephen will work with both mentees and mentors in the creation of a growth-structure that is acceptable by each person. Finally, there will be a review of what has been discovered and what is to follow.

The mentor/mentee relationship has been crafted. A plan of action has been developed. The organization has in its possession the seeds of a mentoring system that can service the journey of the individual and the institution in a structured approach. The Stretchability Mentoring System is a fresh alternative to any “hit and miss” attempt at mentoring. An essential ingredient in this approach is the creation of mentee/mentor journals that will benefit future mentees and mentors.

Phase Three:

Stephen and the organization's Uppercase leadership agree upon next moves. Routinely this takes place over the phone. A preferred option would be for Stephen to re-visit those involved in the program up to four times during the next twelve months and at least two times during the second year. During phase three, both mentors and mentees will have phone conversations with Stephen Gower at least once a month for six months. Future activity will depend on whether or not the organization wants to take additional steps toward maximizing Linkage:  The Stellar Relationship between Mentoring, Professional Development, and Succession Planning.

“We are crafted as a choice people. Choices create circumstances, confirm circumstances, and change circumstances. There is more to you than you ever imagined.” - Stephen M. Gower, CSP