Training and Development Mellish and Associates Home
Our Team
Management Consulting
Training and Development
Order Form
Contact Us
Our Team
Management Consulting
Training and Development
Order Form
Contact Us


Our Mentoring training program involves three phases over 1.5 days.

a) Mentor training
b) Mentoree training
c) Mentoring partnership training

A comprehensive Mentoring Resource Booklet is provided. The 'To be Mentored' booklet contains the following useful information:

Program Outline

Mentoring Protocol
Key Concepts
Benefits of mentoring
Mentoring vs Managing: Towards 2020
The role of the mentor
The role of the mentoree
Essential Mentor Characteristics
Essential Mentoree Characteristics
Evolution of the mentoring relationship
Case Studies
Snapshot: Where am I at?

A. Identifying job content skills

B. Evaluating transferable skills

C. Evaluating self-management skills

Vision: Where do I want to be?

Mapping my Vision

Development Priorities

Selecting a suitable mentor

Key characteristics of a potential mentor

Sources of potential mentors: Network analysis

The Mentoring Partnership Workplan
Tips for Managing Mentors
IV Further Resources
Mentoring Protocol
We are voluntarily entering into a mutually beneficial relationship
We agree to a no-fault conclusion of this relationship if necessary
We see the our mentoring relationship as a developmental opportunity
We share information in confidence
The mentor is not legally bound or responsible for the actions of the mentoree
We respect professional and commercial ethics and will not use the relationship for 'free' or 'specific' advice
Top of Page

Benefits of Mentoring

Mentoring Partnerships are voluntary. Why do mentors and mentorees choose to participate in a mentoring program?

"Effective mentoring relationships are reciprocal:
Both parties gain access to information, ideas and
ways of doing things."


increased visibility and public approval

advice and support

increased peer recognition as a ‘developer of people’

learning about paths to advancement and blind alleys

access to different channels of communication/ networks

understanding of organisational politics

access to feedback and alternative perspectives from the ‘grass roots’

increased awareness of potential stumbling blocks

replication of ideas and personal projects

skill development

vicarious achievement through mentoree’s success

short cut to accumulating expertise

emotional support and friendship

confidence boost

open respect and admiration

a personal (holistic) interest

intellectual stimulation

multiple strategies, alternative approaches

investment in the future

movement beyond the status quo

Mentoring vs Managing : Towards 2020

Mentoring within (or beyond) an organisation is completely different from managing within an organisation. There are different purposes, processes and benefits for both parties as the following table indicates:

Career supportive relationship

Job supportive relationship

Psychological/social contract

Work/performance contract

Longer term return on investment

Short term return on investment

Mutually beneficial exchange

One way skills transfer

Organisational/life/big picture perspective

Job/role perspective

Personal and   professional growth

Performance indicators

Effectiveness  “do the right things”

Efficiency   “do things right”

We support all our mentoring programs with a mid term review workshop and a final evaluation workshop.
Top of Page

Back to Training and Development Courses

© 2000 Mellish and Associates
Last Updated 27/03/02