Our experience, as well as numerous pieces of research, show that the skills of mentors and the engagement of mentees will be critical to the success of any mentorship programme.
We have over 20 years experience of supporting a wide variety of mentoring programmes. Our expertise, pragmatic and flexible approach and our commitment to mentoring have enabled our clients to maximise the value gained from their programmes.
Our services and products support mentoring excellence
Flexible blended learning
Short, self-paced modules supported by virtual workshops to suit all budgets
- A practical and engaging blended learning experience that’s tailored to your mentoring programme
- Video tutorials, exercises and access to Chat facility
- Virtual workshops to pull learning together, share experiences
- Flexible options for ongoing support for mentors e.g. 1:1 support, facilitated group learning sharing, email access to facilitator
- Option to add topics such as Strengths, learning styles etc.
Workshops & webinars
Get your mentoring off to a flying start with our workshops or webinars
- A practical and engaging webinar that’s tailored for your programme
- Programmes for mentors and mentees
- Time efficient learning with 2-3 hour webinars or half day workshops
- Resource-rich eBooks for both mentors and mentees for ongoing learning and support
- Lots of tools and materials for practical use during sessions
- Participants leave workshops and webinars energised, confident and raring to go
No time to design you own training?
Our Mentoring Training Materials gives you a complete toolkit for training mentors and mentees.
- High quality products with built-in flexibility and everything you need.
- It includes session plans, handout templates, activities and exercises and tips and techniques for powerful facilitation.
- Train the trainer sessions enable in-house facilitators to get familiar with tools, practice application and benefit from our expertise and experience
or call 01647 277 709
Our Thoughts on Mentoring
Why mentoring is so valuable
- Newly appointed leaders
- Those identified as leaders of the future
- Employees joining through acquisition or merger
- Individuals going through any sort of transition or change
Coaching vs Mentoring - the differences
What makes a great mentor?
Research shows that great mentors share the following qualities:
- Have a genuine desire to develop and support the growth of their mentee
- Build deep levels of trust
- Willingly share their knowledge and experience
- Stop short of imposing their views and directing action
- Encourage the mentee to reflect and think through solutions for themselves
- Leave their ego’s and their seniority (if applicable) outside the door
- Focus solely on being of value and a partner to their mentee
- Achieve the right balance of challenge and support
Our Top 5 Tips for a great mentoring programme
- Be clear about why you are introducing mentoring. Explain how it fits with other processes and who the target audience will be.
- Invite mentors to volunteer rather than impose it. Not everyone makes a good mentor.
- Train both mentors and mentees. It doesn’t have to be lengthy, but it’s essential for success.
- Ensure you have a clear structure and framework. Don’t over-engineer or complicate things.
- Review progress and measure success. Engaging the line managers of mentees can be very helpful here.
Ignore mentor training at your peril
- The seniority of the mentors carries an assumption of knowledge and skill for mentoring
- Senior leaders don’t have the time to attend a workshop
Both these assumptions are dangerous and can result in mentoring getting off to a poor start. We’d go further and suggest that some leaders don’t make good mentors and need development and support if they are going to participate.
A lot of the challenge lies in their seniority which can result in a natural inclination to get things done and provide direction.
So, what’s the answer if authoritative leaders are going to be mentors? We suggest the following:
- Sell the value of training, keep it focused, relevant and short
- Discuss mentoring styles and the value of developing a broad range
- Pay attention to matching strong leaders with a mentee who won’t be intimidated
Many leaders will have mentored before or benefitted from working with a mentor themselves. We always encourage a sharing of experiences when we train mentors. It never fails to result in some excellent insights and learning for many participants.
Goals for mentees
Enter the mentees line manager! This is the person ideally placed to work with their team member to establish what the goals should be for mentoring. It’s also an excellent way to engage the line manager who may otherwise feel excluded and remote from the mentoring process.
Mentoring should not replace their responsibilities as a manager. To ensure this, some guidance from HR or the Talent team about the sort of topics that suits a mentoring relationship can be extremely helpful for all concerned.
Having established the topics, the process of making them SMART is also important so that there is a reliable measure to review.
However, it’s also important for the mentee to be able to have other goals for mentoring that are theirs alone. A classic example is seeking help to build a better relationships with their line manager or working on something that is important but that they feel reluctant to share with their boss.
Getting the right goals from the start will make a big difference to how quickly progress is made. It also provides energy and focus for both mentor and mentee.
Our Blog Posts
Over the past 15 years, mentoring programmes have bloomed in all sorts of settings.
Training mentees makes the difference Research from Henley School of Management found that.