Mentoring training

Mentoring training helps those with a mentoring role deliver a professional service to their mentee.

Mentoring is about giving ideas and advice from ones own experience. Having a mentor can be a huge benefit to people who want to grow and learn how to succeed in an organisation, or chosen career.

Mentoring training in 2015

Mentoring training is required to ensure the mentor does what the mentee needs and in a professional manner. A mentor can help guide the mentee in their career; give ideas on what worked for them; share the benefits of their experience in similar situations; suggest alternative views; warn of possible consequences.

A mentor can be a leveller, or provide a balance of viewpoints.

Mentoring is a skill. This mentoring training helps potential mentors review mentoring skills, the relevant processes and the overall approach.

Mentoring training from ITD

Mentoring training from ITD is practical and focuses on building confidence in the mentors to become effective mentors. We uses a variety of techniques including small group work, role play and exercises.

Typical training objectives of mentoring training

• To ensure mentors have the knowledge and skills to be a professional mentor.
• To give mentors the confidence to be a great mentor.
• To give these more experienced people the opportunity to give something back to the organisation through this mentoring project.

Typical challenges of participants on mentoring training

• “I want to learn what is expected of me as a mentor.”
• “I need to be clear on how I should phrase things and whether I am telling them what to do, or making suggestions.”

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Mentoring training – overview

Pre workshop activity

• Meeting to discuss the participant’s needs and those of the organisation
• Draft workshop outline tailored to your needs
• Agreement of agenda
• Participants complete a short questionnaire and read the ITD Work Style Model in preparation for the workshop.

Typical Agenda

• Introduction & Objectives
• What is mentoring?
• Benefits of mentoring, where it really adds value
• Role of the mentor
• The mentroing relationship
• Agreement with the mentee – ground rule
• Mentoring meetings
• Mentoring by email
• Mentoring skills
• Behaviours to avoid
• Practice situations
• Learning through mentoring

Post workshop activity

• Participants leave with individual actions
• Email follow up of personal action plans
• Suggested conversation with their line manager on their actions
• Optional WebEx conference call follow up on these actions
• Optional 121 coaching
• ITD blog with further tips and suggestions

Typical outputs for participants:

• A clear definition of mentoring, what it includes and what is not mentoring.
• Ideas on different mentoring approaches.
• Development of mentoring skills.

Typical comments

• “Very clear ideas on mentoring.”
• “Great session with lots of ideas and things for me to think about.”
• “Good practice session which really highlighted for me, the subtlety of this style.

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Mentoring training – case study

Client

Business with offices in Bristol & London in UK.

Background

The business recognised that it held an untapped resource of knowledge and experience. The challenge was to access this resource through a mentoring programme.

Need

To train experienced people in the business so that they could mentor new employees and identified talents.

Activity

The workshop gives the participants ideas on the mentor relationship, specific skills and practical applications based on the participants’ situations. Mentoring differs from coaching in that it is about giving another person the benefits of experience. How to do this successfully is crucial to avoid barriers from the person mentored.

The mentoring training session covered the following areas:

• The mentor role & mentoring defined – the difference between mentoring & coaching
• Establishing the role, the interrelationship with the mentee, their line manager & the limits of advice
• Mentoring skills
• Identifying the underlying issues
• Mentoring conversation process
• Handling difficult mentoring situations
• Mentoring tools

Outcomes

The main outcomes of this session were:

• The participants practised their mentoring skills.
• They learnt how to have a mentoring conversation.

1. We tailor the training to suit your needs.

2. Our training style is a blend of ideas and coaching, to give your people the best opportunity to make the changes they need to.

3. We have a flexible approach to fees.

4. Scenarios and role plays are based on your business and your market.

5. Our training consultants create a  positive and open learning environment.

6. Our unique action planning tool helps your people create realistic actions.