4 Responses

1. resource for mentors
   Tom

   I’d suggest getting a copy of “everyone Needs a Mentor” by David Clutterbuck. This should give you a very good basis on which to produce a role spec. You are right to be concerned to set out expectations etc at the start of the process as this avoids many pitfalls which can come and derail your scheme later.

   I’d of course also put together a training programme for the mentors and organise some form of supervision for the mentor team so that issues can be shared and any problems can be resolved collectively.

   Hope this helps

   Fiona

2. mentoring
   I agree with Fiona’s comments. It’s also important to develop a mentoring style that matches or enhances the organisational culture.
   I’ve found it helpful to get some input from potential mentees about how they think a mentor will help them. This can help with managing expectations and also give you useful ideas for the mentors to consider.

   All of this will help with the “job” description

3. Thought starters
   Hi Tom

   Mentoring is a tough role to define, and most people once they reach a certain organisational level feel they can and should be a mentor, without thinking through their skill set or objectives.

   Try these articles as thought starters:

   Guide to mentoring: http://www.predaptive.com/resources_article3.asp
   Coaching and mentoring: http://www.predaptive.com/resources_article2.asp
   Who’s coaching who?: http://www.predaptive.com/resources_article9.asp

   Claudine

4. Mentoring Programme
   Taggging on. It depends what kind of mentoring you are going to be doing and the purpose of the mentoring scheme.

   This link gives some guidelines
   http://www.coachingnetwork.org.uk/ResourceCentre/WhatAreCoachingAndMentoring.htm

   I can email you with some criteria for programmes I have run in the past if you wish