1. Modern mentoring as an effective developmental tool
Prof David Clutterbuck
© Clutterbuck Associates 2008 C1

2. What is Mentoring?
“Off-line help by one person to another in making significant transitions in knowledge, work or thinking.”
Megginson & Clutterbuck
‘Mentoring in Action’, 1995

3. What do we mean by mentoring?
Mentoring is a helping relationship based on an exchange of knowledge, experience
and goodwill. Mentors help someone less experienced gain confidence, clearer purpose, insight, and wisdom. In developmental mentoring, the mentor, too, is changed by the relationship.

4. Coaching v Mentoring Traditional Coaching Sponsorship Mentoring (US)
Directive Influence
Traditional Coaching
Sponsorship Mentoring (US)
Personal Development
Performance
Career
Executive/ Developmental Coaching
Developmental Mentoring (Europe)
Non-Directive Influence

5. Phases of Reflective Space
External
Energy
Action
Normal Working
(High Activity)
Options
Framing
Re-framing
Implication
Analysis
Insight!
Internal
Energy
Time

6. Dimensions of Mentoring
Influence
(Directive)
(Non-directive)
Mentor
COACH
GUARDIAN
NETWORKER (Facilitator)
COUNSELLOR
Need
(Intellectual)
(Emotional)
Mentee

7. 5 stages of a mentoring programme
Laying the Foundations  
Reviewing & Improving
Designing & Planning  
Supporting Participants
Launching

8. The purpose of learning dialogue is not to find a better answer
The purpose of learning dialogue is not to find a better answer. It is to find a better question. From a better question flows a stream of possibilities, in which better answers are eddies on the journey to discovery.

9. The state of mentoring research
1000s of studies
Confusion of terms
Failure to define context or process
Competing models of mentoring
Misuse of instruments
Very few longitudinal studies and (probably) none that cover both sides of the dyad

10. The pluses and minuses of e-mentoring
Just-in-time
Time to think
Quality of response
Time for mentor to define better questions
Revisiting the discussion
Potential for greater precision
Greater frequency of interaction
Less opportunity to probe
More difficult to build a logical sequence of questions
Loss of visual clues
Easier for mentee to avoid issues
Loss of spontaneity
Potential for less precision

11. Managing an e-mentoring session
Prepare!
Clarity of session purpose
Mentee must articulate how they want to be helped and why
Mentor’s learning goals must be explicit, too
Netiquette!
Check and re-check understanding

12. Some critical questions
How do you build and sustain rapport remotely?
How can you set and test commitment to learning goals remotely?
How can we ensure confidentiality in exchanges?
How does the mentee know what to ask the mentor?
How do we check the remote relationship is working?

13. Seven levels of learning dialogue
Social
Technical
Tactical
Strategic
Self-insight
Behavioural change
Integrative

14. Seven conversations in mentoring

15. Mentoring in the next decade
Increasing links between mentoring and coaching initiatives, in the context of a coaching and mentoring culture
Greater emphasis on 3-way benefits
Greater understanding of the role of goals
Mentoring skills an essential competence for leaders

16. Clutterbuck Associates 01628 661667 info@clutterbuckassociates. co
Clutterbuck Associates