Mentoring Training

For organisations wanting to incorporate a mentoring culture. The program assists participants to understand the roles and responsibilities for mentors and mentees. It also helps to enhance their interpersonal skills for a more effective mentoring relationship.

Mentoring is a mutually beneficial relationship which involves a more experienced person helping a less experienced person to achieve their goals.
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Mentoring is a power free, two-way mutually beneficial relationship. Mentors are facilitators and teachers allowing the protégé to discover their own direction. Mentorees say things like: "They let me struggle so I could learn."  "Never provided solutions—always asking questions to surface my own thinking and let me find my own solutions." In a recent study, the top four words chosen to best describe their mentor’s dominant style were—friend/confidant, direct, logical, questioner.

​Mentoring is the all-inclusive description of everything done to support protégé orientation and professional development. Coaching is one of the sets of strategies which mentors must learn and effectively use to increase their protégés' skills and success. In other words, we need both mentoring and coaching to maximize learning and development. 

Mentoring or Coaching?
Mentoring and Coaching can be overlapping concepts. 
Coaching is helping another person to improve awareness, to set and achieve goals in order to improve a particular behavioural performance. A coach is trying to direct a person to some end result, the person may choose how to get there, but the coach is strategically assessing and monitoring the progress and giving advice for effectiveness and efficiency.
A coach has a set (but flexible) agenda to reinforce or change skills and behaviours.
The coach has an objective/goals for each discussion.

Mentors are facilitators and teachers allowing the protégé to discover their own direction. Mentorees say things like: "They let me struggle so I could learn."  "Never provided solutions—always asking questions to surface my own thinking and let me find my own solutions." 

​The rules of who should be a mentor are very broad. Basically it involves a more experienced person helping a less experienced person. However, it is not appropriate for a person's boss to mentor them...this would be more of a coaching relationship.  What you want is for the mentor to be outside of the mentoree's silo - this provides a broader and more effective approach.