–In short – NO! Mentoring is a relationship in which a more experienced colleague uses his or her greater knowledge and understanding of the work or workplace to support the development of a more junior or inexperienced member of staff, with an emphasis on guidance and advice. Coaching focuses on improving performance and developing individuals’ skills, competence and confidence.
–Yes! I like to meet with the sponsor and the individual at the start of a programme to clarify the objectives, understand the context and the priorities to be addressed, which we meet again to review at the end of the programme. Whilst I may meet with the sponsor from time to time, I do not give any feedback on the individual or in any way breach my code of confidentiality.
–4 key things:
a) I use a proven system to map and track progress to achieve agreed results,
b) I work hard to understand the organizational context and make myself available to provide additional support as required and
c) I have experience as a leader myself and appreciate the challenges and
d) I have over 20 years’ experience in the field of leadership development
–I am happy to meet you for an initial meeting without charge so that we can explore this. For most clients, the key criteria include: can I trust this person, does he understand my context sufficiently well, has he experience of the specific issues I am facing?
–At the barest minimum, you need to commit to a monthly meeting of 2 hours, plus a call of up to 1 hour, but that is just our minimum contact time. If you are to make the most of the opportunity, you will need to make time to reflect on your experiences, try out new approaches, make time for planning and preparation and perhaps do some reading.
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