A mentoring relationship involves a more experienced person (the mentor) helping someone who is seeking personal and professional development (the mentee) to develop his or her own skills. It is an informal process which is separate from line management but it should be structured and confidential, and one or both parties should keep a brief record of what was agreed at each meeting. It usually involves meeting regularly over a period of time, for example once a month for six months.
Key actions in each meeting are likely to include:
- Mentor and mentee review the follow-up actions taken since the last meeting
- Mentee outlines the issues s/he would like to work through in the session
- Mentor helps the mentee explore and think through the issues, by questioning, clarifying, and sharing relevant experience (being careful not to impose his/her own solutions)
- Mentor may share resources, from documents to introductions to useful people
- Mentee and mentor agree what each will do by the next meeting
- Mentor and mentee summarise, and identify issues for the next session if possible.
Benefits for the mentee are likely to include:
- Improved problem-solving ability and other work-related skills
- Wider professional networks
- Time to reflect in a confidential environment, separate from line management
- Focused learning.
Benefits for the mentor are likely to include:
- Improved job satisfaction from using skills, and thinking about issues, which differ from their day to day responsibilities
- Wider professional networks
- Development of ‘soft’ management skills outside the line management structure.
To request a mentor, or offer your services as a mentor, please
complete the mentoring form.