Course Objective & Scope
Senior leaders and domain experts hold deep institutional knowledge, yet unstructured mentoring often drifts into casual chat or lengthy monologues. Grounded in David Clutterbuck's developmental mentoring approach, this programme clarifies the boundaries between mentoring, coaching and sponsorship, covers mentoring contracting, shows how to share tacit knowledge without cloning oneself, and maps the full lifecycle of a mentoring relationship.
Participants explore the responsibilities of both mentor and mentee, practise core conversations and leave with a ready-to-use mentoring plan and session toolkit from kick-off to closure.
Who Should Attend?
- Managers and senior specialists serving as mentors in internal mentoring programmes
- Team leads looking to pass on technical or leadership craft to emerging talent
- Mentees who want to drive their mentoring relationship proactively
- HR and talent teams designing corporate or reverse mentoring programmes
Key Takeaways
- Keep mentoring distinct from line management, coaching and sponsorship
- Establish a clear mentoring contract covering confidentiality, expectations, cadence and goals
- Share experience through contextual stories and reflective questions rather than prescriptive directives
- Help mentees broaden their organisational perspective and stakeholder network
- Build a structured mentoring roadmap and session tracking plan
Curriculum
Developmental Mentoring: Role, Boundaries and Ethics
- Comparing mentor, coach, line manager and sponsor roles
- Managing the boundary with the mentee's direct manager and confidentiality
- Traditional, peer and reverse mentoring models
The Mentoring Lifecycle and Contracting
- Rapport building, direction setting, progress making and winding down
- First-session checklist: expectations, cadence and mutual responsibilities
Sharing Tacit Knowledge Effectively
- Unpacking how you think and weigh trade-offs rather than prescribing what to do
- Balancing reflective questioning with experience sharing
Common Pitfalls in Mentoring Relationships
- Cloning oneself, creating dependency or drifting into agenda-free chats
- Re-energising stalled relationships and shifting goals
Mentoring Plan and Session Simulation
- Role-playing the contracting and goal-setting conversation
- Building a 6-month mentoring plan and session preparation template
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