Mentoring

Mentoring has one clear purpose, the learning and development of an individual, a process which involves change, resulting in either improvement or transformation. Our  mentoring approach is evolutionary, beginning from the client’s ownership of their goals and promotes learning which is transformational for the client. In-company mentoring offers staff a space to develop their hopes and dreams and a method of achieving them.

 

Our Approach

 Our approach is evolutionary, where the subjective world of the learner is acknowledged and respected; the learner’s agenda is primary; and there are opportunities for transformative learning. Learning for transformation occurs when clients are enabled to pause and reconsider, preferably with others, the nature of what they are doing. This means more than re-examining the task in hand. It means re-examining the rationale behind what is being done. When such a dialogue with others is enabled throughout an organization then members may collectively reflect, reconsider, and ultimately transform itself from within.

 

Our Mentoring Code of Practice

1. Mentoring begins with a shared understanding of its purpose and who or what is to benefit.
2. Both mentor and protégé are to agree a contract and ground rules including the duration of the mentoring relationship.
   • Mentoring is a confidential activity, in which both parties have a duty of care towards each other
   • Both mentor and protégé are free to dissolve the relationship if they feel it is not working. However they have a responsibility for discussing the matter together and coming to a mutual agreement about their ending
   • Mentor and protégé share responsibility for the smooth winding down and proper ending of their relationship, when it has achieved its purpose, or re-negotiate a future relationship
3. The Mentor’s role is to respond to the client’s developmental needs and agenda; it is not to impose their own agenda
4. A mentor should be honest with their protege about realistic achievement of goals.
5. The mentor should not intrude into areas which the protégé wishes to keep off-limits, unless invited to do so. Mentors should check this out with their protege and, where appropriate, suggest that their protégé seeks counselling
6. Mentor and protégé should be open and truthful to each other about the relationship itself, reviewing from time to time how it might be more effective

Training

Mentor Training is available for groups or individuals.

Typically a mentor training programme includes:

• Identification of purpose and evaluation process
• Selection of mentors
• Matching of mentoring pairs
• Two day introduction to mentoring for Mentors
• Assignment for completion in the workplace
• One day final accreditation as a mentor

Consultancy

Anne Brockbank and Ian McGill are skilled mentors with experience in a broad range of enterprises. They are available for sessions by arrangement at a central London venue.

Clients

Mentor training programmes provided by Brockbank McGill Associates Ltd.

• B& Q
• Kings College Hospital Trust
• Institute of Logistics and Transport