Coordinators are the largely unsung heroes of mentoring programmes. They promote the programme to participants and corporate sponsors; to protect it from the destructive forces of sudden economies and changes of management fashion; and to maintain the quality of the programme, often on limited budgets. Great mentoring coordinators always have remarkable reserves of enthusiasm, both (more…)
How to be a mentor to mentors One of the key supports for mentoring programmes is having a cadre of highly experienced mentors, who new mentors can lean on and learn from. In some programmes, these mentors take on much of the burden of new mentor development, shifting the balance from classroom learning towards ad (more…)
The term “judgementoring’ comes from a study of mentoring in the teaching professions, where it was defined as: “a one to one relationship between a relatively inexperienced teacher (the mentee) and a relatively experienced one (the mentor) in which the latter, in revealing too readily and/or too often her/his own judgements on or evaluations of (more…)
Please score each of the statements below from 0 (not like me at all) to 5 (very like me) © David Clutterbuck
Mentoring roundtables are learning and support sessions that promote active and timely sharing of good mentoring practice amongst a peer mentoring group (mentees or mentors). Participation in roundtables encourages benchmarking of progress relative to others in the group. Mentors and mentees report that participation in mentoring roundtables creates great value for them. They find that (more…)
Multi country mentoring programmes – cultural and logistics issues International mentoring programmes are increasingly common as multinational companies attempt to gain greater consistency over the development of their international talent. In some cases, there are multiple local mentoring initiatives within a wider global umbrella programme; in others, usually at a more senior level, mentors and (more…)
Objectives for mentoring training Mentors At the end of the training, you will have: Mentees At the end of the training, you will have: © David Clutterbuck
A good mentoring programme manager is integral to the success of your programme. It is their energy and enthusiasm for mentoring specifically and for developing others more generally that will drive the programme and keep momentum within it. It is also worth noting that setting up, running and properly supporting a mentoring programme takes a (more…)
The mentee’s line manager is a key stakeholder in the mentoring relationship. The relationship between the mentee and their line manager will be one of the topics of conversation in mentoring sessions. The manager also holds primary responsibility for the mentee’s development – yet they may have little idea of what mentee and mentor are (more…)
Mentors and coaches need support beyond their initial training in the role, to give them confidence in experimenting with developmental conversations, to give them additional tools and techniques, and to provide opportunities to discuss and learn from their experiences – especially instances, where they have struggled or felt uncomfortable. One of the most common and (more…)