“Mentoring is to support and encourage people to manage their own learning in order that they may maximise their potential, develop their skills, improve their performance and become the person they want to be.” Eric Parsloe, The Oxford School of Coaching & Mentoring

Metntoring is an effective tool to support people to progress in their career; it is growing in popularity as its potential is recognised. Mentoring is also an empowering and powerful personal development tool. At its core is a partnership between two people, mentor and mentee, usually working in related or similar fields or sharing like experiences.  It is a relationship of mutual trust and respect and helpful to both paricipants.

A mentor is a pilot or guide who can help the mentee to find the correct path and who can assist in forming solutions to their business problems or career issues. Mentors draw on their experiences to gain an understanding of the mentee’s issues and to build an empathy with them. Mentees have an opportunity to think about the difficulties that face them in a non-threatening and stress free environment resulting in a more rounded understanding of their situation.  The mentor should those he/she mentors to believe in themselves and increase their confidence while asking challenging questions and offering direction and support.

The mentee has an chance to develop and explore new ideas in confidence.  It is the opening to look more closely at yourself, your goals and aspirations, the issues you have, and prospects available to you.  Mentoring helps you to take responsibility for your life and to better, be more self-aware of your life’s direction influencing it rather than leaving it to chance.

Our approach to mentoring

is person focused. It is not so much a formal business relationship but more of a partnership based on respect and friendship.  We offer guidance and training to our mentors and mentees however what is discussed varies with the concerns of and issues faced by the mentee.

Mentoring is:

Off line: a mentor is someone from outside your line management and reporting hierarchy at work. It is difficult have an open mentoring relationship if your mentor knows your boss well. In fact you should try to find a mentor from completely different organisations.

Confidential: Any discussion between mentor and mentee are confidential.

Mentee driven: The mentee should be allowed to (indeed must take the initiative) and do the leg work in the relationship. The final responsibility is with the mentee for actions taken as a result of mentoring.

Low-bureaucracy: We try to keep the amount of paper work down. We work with individuals and not institutions and so our mentors and mentees have to carry out the mentoring relationship in their own time. We realise that they are all busy people and so we keep the amount of paper work down to a minimum.

Person focused: We realise that mentees often need to juggle their working lives with responsibilities at home. We appreciate that issues outside the workplace may be hampering progress at work.

We aim to connect people with independent mentors who can offer advice and guidance about the issues important to them; mentors who can help with self-development, suggest networking opportunities and empower mentees to make their own decisions and turn these into actions.

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