Topic 1: Defining Mentoring

Welcome to this topic, where we will explore mentoring, its use in organisations, and why it is a unique form of development.

Defining Mentoring

ILM Level 3 Award in Effective Mentoring

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Index

Welcome to this topic where we will be defining coaching and mentoring. Take your time going through each section and complete the activities.Let's get started!

References

Knowledge Check

05

06

What is mentoring?

Summarising characteristics of mentoring

How mentoring is used in organisations

Summary

02

01

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01: What is mentoring?

Let's begin

As with coaching, there are many different ways of defining mentoring. Let's explore a few definitions and explanations. Consider which of them most closely matches how mentoring is used in your organisation.

Starr (2021) suggests that ‘mentoring can be defined by the nature and intention of a relationship’, stating that it is a discipline that has its roots in Greek mythology and is an ‘idea of passing down wisdom’ which has been embedded in cultures ‘for thousands of years and can be seen in relationships both inside and outside the workplace’.

The EMCC, the only professional body to include both coaching and mentoring in its offer, builds on Starr’s idea of mentoring defining it as ‘a learning relationship, involving the sharing of skills, knowledge and expertise between a mentor and mentee through developmental conversations, experience sharing and role modelling’.

One of the most commonly cited definitions of mentoring is from Megginson and Clutterbuck (1995) who define the discipline as ‘Off-line help from one person to another in making significant transitions in knowledge, work or thinking’.

Starr

EMCC

Megginson & Clutterbuck

What is mentoring?

In summary...

A mentor is someone more experienced who helps another person through a significant transition, such as coping with a new situation like a new job, a major change in personal circumstances, career development or personal growth. The person being helped is often called the ‘mentee’; as with coaching, they set the goals they want to work towards.

What is mentoring?

To learn more about mentoring and how it can benefit organisations, take a moment to watch the two videos provided below. They're only short but will help you better understand the topic. Enjoy!

What is mentoring?

02: Summarising characteristics of mentoring

Let's begin

Commonly mentoring is a developmental relationship where a more experienced individual (the mentor) guides and supports the growth of a less experienced individual (the mentee). However, in recent years there is a growth in popularity of reverse and reciprocal mentoring, and group mentoring.

Summarising characteristics of mentoring

Mentoring is commonly a nurturing, long term relationship where the mentor shares their knowledge, experience and wisdom with the mentee

Mentorship can occur informally, often arising naturally between two individuals or can be offered as part of a formal organisational programme where mentees are formally assigned to mentors

Mentors provide guidance, advice and insights based on their own experiences, aiming to support the mentee to develop personally and professionally

Mentors often serve as role models, demonstrating desired behaviours, values and skills

Let's begin

05: How mentoring is used in organisations

How mentoring is used in organisations

Clutterbuck (2014) identified many uses of mentoring within organisations. Click on the four areas opposite to find out more.

Onboarding

Leadership Development

Succession Planning

Reverse Mentoring

Mentoring can aid new starters to learn about the organisation and settle in.

Mentoring allows for working with a more experienced leader to learn from their experiences and wisdom.

Mentoring helps talented individuals to chart their career path and plan the required development.

Mentoring allows for more senior colleagues to become the mentee, learning from more junior colleagues about relevant strategic and cultural issues e.g. use of technology, inclusion, attracting / retaining younger employees etc.

08: Summary

Let's begin

Summary

In summary... Mentoring is a developmental relationship where a more experienced individual (the mentor) guides and supports a less experienced person (the mentee) in personal or professional growth, often through knowledge sharing and role modelling.

Let's begin

09: Knowledge Check

Knowledge Check

Read the following statement and decide whether it is true or false.

Knowledge Check

Knowledge Check

Topic 1 & 2:

• Megginson and Clutterbuck (1995) Mentoring in Action: A Practical Guide for Managers. Kogan. London.
• Clutterbuck D. (2014) Everyone Needs a Mentor (5th Ed.). CIPD. London
• Megginson D. Clutterbuck D. Garvey B (1995) Mentoring in Action: A Practical Guide for Managers. Kogan Page.
• Downey M. (2014) Effective Modern Coaching, as cited in British School of Coaching (2018) Mentoring v Coaching – A Balance of Power. Online at https://www.britishschoolofcoaching.com/mentoring-v-coaching-balance-power/ [last accessed 22/11/23]
• CIPD (2023) Coaching and Mentoring. Available online at : https://www.cipd.org/uk/knowledge/factsheets/coaching-mentoring-factsheet/#creating-a-coaching-culture [last accessed 26/7/24]

References

Complete!

Well done! You have completed this section. Head back to your course page and continue working through the topics.

This pearl of wisdom® explains the unique features of mentoring, and what it can be used for. It explores the similarities and differences between coaching and mentoring, and coaches and mentors. After watching the video you will be able to:

• Define what mentoring is
• Describe the difference between coaching and mentoring practice
• Identify the different requirements of a coach and mentor
• Select whether to use mentoring and coaching based on the desired outcomes

Mentoring is an ancient concept in a new guise. It can be traced back to Greek mythology when Odysseus entrusted his son Telemachus to the Goddess Athena, who disguised herself in human form as Mentor, an old friend of Odysseus. According to Homer, her function was to act as a wise counsellor and helper to the youth. Mentoring became common during the guilds and trade apprenticeships when young people, having acquired technical skills, often benefited from the patronage of more experienced and established professionals.

This pearl of wisdom® explores how mentoring can unlock tacit knowledge and add value to organisations. After watching the video you will be able to:

• Define what is meant by the knowledge economy and knowledge and information management
• Explain why knowledge is valuable to organisations
• Distinguish between tacit and explicit knowledge
• Identify how mentoring can grow and create organisational knowledge