Reflective journal – tracking your learning

Keeping a reflective journal Maintaining a personal reflective journal during a coaching or mentoring relationship improves the quality of reflection and the depth of personal learning. Good practice in maintaining the learning journal includes: The SAID process (see Reflection in coaching and mentoring) can be a useful framework for reflective notes. Other useful tips: Boud,...

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Using Gestalt in coaching and mentoring

Gestalt therapy is one of the major disciplines of psychotherapy. It takes years of study and practice to become proficient in using this powerful approach, but it is common for coaches and mentors to use some of the basic concepts and techniques. One of the key principles of Gestalt is that what is happening for...

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Being an effective mentee

Being a mentee is both a privilege and a responsibility. It is a privilege, because it is a valuable opportunity to learn from and with someone more experienced. It is a responsibility, because it requires you to invest time and energy in making the relationship work and in ensuring that you make the best use (more…)

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Benefits of mentoring

Mentoring is one of the most powerful and impactful development methods an organization can use to support and grow its people from within. It brings significant, long lasting and wide-ranging benefits not only to the mentees and mentors, but also to teams, the wider organization as well as to key third parties such as the (more…)

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Building a portfolio of mentors

Once people have experienced a good mentoring relationship, they often seek to build a portfolio of mentoring relationships. These relationships often overlap in time and scope and may vary from short-term, relatively narrow focus to longer-term, broad focus. These relationships may be ad hoc, unplanned and vaguely defined (or not even seen as mentoring at...

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Code of Conduct for mentors and mentees

The purpose of a Code of Conduct is to provide a guideline on what is acceptable and non-acceptable behaviour within a mentoring relationship. The suggested Code below applies both during and after the relationship – the obligations of both parties continue once the relationship has achieved its purpose. © David Clutterbuck, 2014...

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Setting goals in coaching & Mentoring

Objectives come in many sizes and varieties. Research evidence shows that whilst objective-orientation is significant in overall leadership performance, the nature of effective objective management changes at different levels, from a focus on task (practical, usually short-term objectives) at lower levels of leadership to one on purpose (achievement of a broad vision) at higher levels. (more…)

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How to support a direct report who has a mentor

When a direct report has a mentor, they will need support and encouragement from their line manager. Practical ways, in which you can help, include: Being generous with the time you allow them to take for meetings with their mentor. You would normally encourage them to attend relevant training programmes. Mentoring provides immediate, just-in-time development...

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