Mentor and mentee training

Our training programmes for mentors and mentees are fully compliant with the International Standards for Mentoring Programmes in Employment and have supported the development of many tens of thousands of mentoring programme participants across the world.

Training typically requires between two and three days and consists of:

  • initial education in the fundamentals of the mentoring relationship and mentor/ mentee roles, plus practice of core skills, including advanced questioning and listening, giving feedback, guiding (advising), rapport building, creating a sense of relationship purpose and the effective use of anecdote, metaphor and analogy
  • appropriately timed review sessions to maintain relationship momentum and to equip participants with additional skills and techniques
  • additional specialist input for particular programme purposes (e.g. diversity mentoring, executive mentoring)

Training can be delivered either fully face-to-face, or part face-to-face and part using webinars. Participants receive:

  • An extensive e-book/ manual, How to make the most of developmental mentoring
  • Additional handouts
  • Copies of slides

We also recommend making other support materials available on the corporate intranet.

Completion of mentor training may be credited towards Professional Mentor certification.

Mentoring Academy: Accreditation for Professional Mentors

This diploma level programme is aimed at either senior executives, who wish to become Professional Mentors as the next stage of their careers, or managers within companies, who want to achieve a higher level of competence as mentors. It consists of 8-12 days of classroom training, covering a detailed curriculum that includes:

  • The psychological and pedagogical basis of mentoring
  • The design of mentoring programmes
  • Ethicality and boundary management
  • Advanced approaches and techniques in learning dialogue
  • E-mentoring and multi-media mentoring
  • Skills of career guidance
  • Diversity mentoring, executive mentoring and talent mentoring
  • Working with personal development plans
  • Helping mentees develop greater self-awareness, self-confidence and self-discipline

Participants are expected to undertake and reflect upon a minimum of 30 hours of mentoring, to maintain and present a learning log, attend two sessions of supervision and complete a dissertation of 5,000 words on an aspect of mentoring practice or theory.

Ethical mentoring

Ethical mentoring is a new concept, arising from the difficulties experienced by many organizations in the financial services crisis. It is also being experimented with in the UK’s National Heath Service. The ethical mentor plays three roles:

  • As a sounding board for people, who have identified an ethical dilemma and want to work through it
  • Helping people build their overall ethical competence – their ability to identify and confront ethical issues
  • Helping organizations build “ethical intelligence”

The programme is offered in two forms:

  • A one-day “taster” that provides basic understanding and some skills, and focuses mainly on the mentor’s role as a sounding board for ethical dilemmas
  • A three-day intensive skills development workshop, which draws upon the latest research into how ethical dilemmas arise and how people fail to acknowledge them.

The programme has been co-designed by Prof David Clutterbuck and Dr Celia Moore, of London Business School.

Mentoring train the trainer

See Services for HR

Mentoring programme manager training

See Services for HR

Advanced techniques for coaches and mentors

This intensive one-day event is aimed at enhancing the skills of experienced mentors and coaches. It has three main elements:

  • Introduction and exploration of latest theories and practice in managing the learning conversation, setting and pursuing goals, listening/ mindfulness, and crafting powerful questions
  • Sharing of tools and techniques based around issues participants have encountered in their own practice – and opportunities to try these out. The workshop draws on two volumes of coaching and mentoring techniques (plus many other unpublished ones) by David Clutterbuck and his co-author, David Megginson
  • Introduction to the concept of coach/ mentor maturity and how to create a personal development plan as a coach or mentor

This workshop challenges many of the common assumptions about coaching and mentoring, from a perspective of evidence-base and international practice. It is fast-paced and content-rich, with appropriate pauses for self-reflection.

How coaches and mentors can help with work-life balance issues

This half-day seminar explores how mentors and coaches can support learners in becoming aware of conflict between different parts of their lives, and in addressing those conflicts in imaginative and fruitful ways. It looks at the causes of work-life conflict and the barriers people face in establishing control over their lives. It offers a variety of tools and techniques mentors and coaches can employ in helping clients bring about sustainable change both in themselves and the systems, of which they are a part.

Managing goals in mentoring and coaching

Many basic courses in mentoring and coaching emphasize the importance of setting and pursuing SMART goals. However, the evidence of research suggests that focusing on very specific goals at the beginning can be misleading and damaging. Complex goals tend to be emergent and evolving. Achieving goals is also closely linked to personal values and motivations, and to the context, in which learners find themselves. This short workshop (from 2 – 4 hours) equips participants with the knowledge and tools to work with client goals in a more sophisticated, more flexible manner.

Managing difference in mentoring

This half-day workshop is based on continuing research into international good practice. An estimated 40% of all mentoring programmes are aimed in part or whole at supporting diversity objectives. The greater the difference (race, gender, sexual preference, culture, age, education) between mentor and mentee, the greater the opportunity for co-learning – but the more potential barriers to a deep and honest dialogue. We explore practical ways in which mentor and mentee can acknowledge and work with difference as a positive driver of their relationship, developing skills in their dialogue together that promote wider understanding of both self and others.

Creating a platform for coaching and mentoring support on client intranets

We have developed an extensive range of topics to support participants in coaching and mentoring. These can be structured (and new materials produced as needed) to meet each client’s needs. A typical basic pack might consist of 30 items, some specifically coaching related, some specifically mentoring related and some covering topics relevant to both.

Also available for intranet download are the first in a series of e-books:

  • Making the most of developmental mentoring (all the basic information needed by mentors and mentees)
  • Powerful questions for mentors and mentees