How We Work
THERE IS NO ONE-SIZE-FITS-ALL APPROACH TO MENTORING
Every leader is different. Every situation is different. And the mentoring relationship should reflect that.
There is no fixed programme that every mentee has to follow. We agree the focus, goals and way of working around your situation and what you need from the mentoring relationship.
The process may evolve as your situation changes. What remains constant is the purpose: to help you think more clearly, develop your capability and move forward with greater confidence and independence.
A TAILORED APPROACH
Mentoring is highly personal.
We agree what we will work on, what you want to achieve and how we will know that the mentoring is creating value.
The focus may be a specific leadership challenge, a transition, a difficult decision or a broader area of your professional development.
HOW WE WORK TOGETHER
LISTEN
We start by understanding your situation, your perspective and what matters to you.
EXPLORE
We examine the issue from different perspectives, clarify what is really at stake and identify what may be influencing the situation.
CHALLENGE
I challenge assumptions, ask questions and offer different perspectives when they can help you see the situation differently.
DEVELOP
We turn insight into capability, helping you develop the confidence, judgement and flexibility to handle similar situations more independently in the future.
THREE APPROACHES
My mentoring practice can draw on mentoring, coaching and advisory approaches.
MENTORING
Mentoring creates space for reflection, questioning and learning, while allowing me to share relevant experience, knowledge and perspectives when they can add value.
COACHING
Coaching creates space for you to explore your own thinking through questions, reflection and awareness.
ADVISORY
Advisory work allows me to bring relevant expertise, experience and professional judgement more directly to a situation when that is what the situation requires.
I select the approach according to the topic and purpose of the work, while also taking into account where you are in the mentoring relationship.
Each session has one clear approach. This keeps the purpose of the conversation clear and respects the principles of the methodology being used.
THE FORMAT
Mentoring can take place online or in person.
Online sessions are normally conducted by video.
Where the situation calls for it, in-person work may also be arranged. This can include leadership retreats, focused development days or selected board and advisory situations.
The practical format is agreed according to the needs of the engagement.
FREQUENCY AND DURATION
There is no universally appropriate frequency or session length.
Depending on the objectives and circumstances, we may meet weekly, every two weeks, monthly or at another mutually agreed interval.
Sessions can also vary in length depending on the nature of the engagement.
The cadence and duration can be reviewed as your needs evolve.
CONFIDENTIALITY
Confidentiality is fundamental to the mentoring relationship.
You need to be able to speak openly, test ideas, explore difficult questions and reflect on situations without worrying that the content of our conversations will be shared with others.
Where an organisation sponsors the mentoring, this principle remains important. The organisation may have a legitimate interest in the development and progress of the engagement, but this does not mean that the content of your mentoring conversations becomes organisational information.
The specific boundaries of confidentiality, including what may be shared with a sponsor or other stakeholder, are agreed before the engagement begins.
A PROCESS THAT CAN EVOLVE
Mentoring is not a linear programme.
As you develop, your priorities may change. A challenge that seemed central at the beginning may become less important, while something else may emerge.
We therefore review the direction of the mentoring relationship as we go.
The aim is not to keep the mentoring going indefinitely.
The aim is to make the mentoring valuable for as long as it is needed.