“Mentoring is a person centred learning dialogue that aims at creating wisdom through reflective practice rather than merely transferring knowledge. Mentoring tends to be a medium to long-term relationship focused on career or more holistic issues.

A mentor interacts with each person or group by applying one or more relevant methods, according to standards and ethical principles and can include role modelling, making introductions, help develop networks, explain politics of an organization or profession.”

Angelos Derlopas, PCC, CMC.

We provide mentoring training & programs

Business Mentoring.
in partnership with Prof. David Clutterbuck & CMI
Design | Training | Implementation | Support

We design Corporate Mentoring Programmes, train, implement & support where needed.
The services and products we provide divide into:

  • Consultancy to help client organizations set up and run mentoring programmes (including practical help with selecting and matching participants).
  • Training for mentors and mentees (initial and on-going support).
  • One-to-one training for top management, to include initial briefing plus observation and feedback on actual mentoring sessions.
  • Training for HR people in designing and managing mentoring programmes – enabling them to take the programme in-house, under license.
  • Manuals and other support materials.

Applications and benefits of mentoring
The most common applications of mentoring in employer organizations are to support:

  • New entrants to an organization, especially at junior levels and as graduate recruits – though mentoring is increasingly used in the on-boarding of senior executives, where the costs of failure are much greater.
  • Major transitions of role – for example, from managing a team to managing managers.
  • Diversity management and equal opportunity programmes.
Warren Buffet & Bill Gates (mentor & mentee).

Benefits for mentees
Mentees come to a mentoring relationship from a wide range of circumstances and backgrounds, and the benefits they may be looking for can be just as varied. Some of the most common benefits include:

  • Being able to discuss and gain greater clarity about career and development issues, in an open and off-line environment.
  • Having an opportunity to reflect on their own progress and resolve their own problems in their own timescale.
  • Providing encouragement to set more ambitious career goals, reinforcing belief in their own potential.

Research suggests that mentees achieve greater confidence in their own potential and ability, and feel more secure in their role due to their involvement in mentoring.

Benefits for mentors

The most common benefits for mentors include:

  • The opportunity to practice good developmental behaviours and additional skills outside their direct line responsibilities
  • Enhanced job satisfaction – stimulating and rewarding fresh challenge, sense of pride in mentee’s achievements
  • Reinforcement of their own good practice (explaining things to a mentee helps the move from unconscious to a higher level of conscious competence).

Mentors also describe feeling more confident in their roles and often comment on the satisfaction derived from being a small part of someone else’s success.

Benefits for line managers
Line managers of mentees in effective mentoring schemes comment on the following benefits:

  • The value of having a second opinion from someone independent who does not have a direct involvement in the mentees work Improved self awareness of the mentee
  • Better relationships between the mentee and their peers, and with the line manager him/herself
  • Greater clarity, sense of purpose and direction on the part of the mentee
  • Deeper, more effective dialogue in appraisals
  • Increased opportunities to delegate tasks to the mentee.

Benefits for the organisation
Organizations have used mentoring as the starting point for many types of change.

  • Establishing mentoring relationships helps build trust and overcome cultural differences.
  • Cultivate a culture strongly supportive of individual and team excellence.
  • Improving leadership skills in mentors and growing confidence, competence and engagement in mentees.
  • Make people better skilled and more self-aware, positively impacting organizational performance.


Mentoring has also been well evidenced to impact positively on an organisations:

  • retention,
  • recruitment,
  • succession planning,
  • communication between silos and
  • diversity management.