Programmes for Mentoring and Development

Frequently asked questions

On this page, we answer some common questions to help you decide how to organise the mentoring programme best suited to you.

Q: Why mentoring ?

While your organisation may possess satisfactory in-house supervision and management resources, and have training programmes to drive skills upgrades in staff, there may also be a need for ongoing development to produce sustained improvements.

Q: What is mentoring ?

Mentoring involves primarily encouragement, listening with empathy, sharing experience and developing insight while acting as a sounding board.

Q: What is a Mentor ?

A Mentor assists in the personal and professional growth of an individual by sharing the knowledge and insights of their experience, and applying it to the situation in hand.

Q: What is a Protégé ?

A Protégé is an individual who has a need for specific guidance in a non-threatening environment that will allow them to improve their skills, learn from their experiences and progress their career.

Q: How does mentoring work ?

Although individual sessions are normally on a "one to one" basis, programmes can be arranged for teams that involve an element of group meetings. Days can be arranged where a series of individual sessions are carried out, and this makes the programme extremely easy to manage. Regular contact is maintained over a period of time, usually for an initial period of six months. Objectives are set and continually reviewed in the light of progress.

Q: When does mentoring work ?

Both parties should have clear roles and expectations, with initial trust reinforced by well-planned and executed meetings. It should be understood that the mentor provides a sounding board, using active listening and guidance to help the protégé(s) go forward in their roles.

Q: When is mentoring not appropriate ?

Mentoring is a specific solution, aimed at sustained results achieved over a period of six months or more. It is therefore not appropriate for situations where time frames are extremely short, or "instant results" are expected (though this can often happen). While mentoring provides protégés with a deeper insight into their roles and the skills they need, it is not a technical consultation service. Finally, it can be used in conjunction with, but not as a substitute for, formal training.

Q: Why Activia ?

We clearly define the objectives of the programme, but our flexibility means that we recognize that goals may change in the light of individual progress or circumstances. For this reason, we ensure that performance is monitored, and the needs of the individual and the organization are continually reviewed.

Q: How is mentoring different from training ?

Mentoring is a step beyond training, and usually forms part of a package that includes both. Classes - whether formal or informal - provide structured delivery of content which provides delegates with knowledge and practice of the skills they need. Mentoring goes a stage further, by monitoring what happens in real life situations, getting the protégé(s) to give feedback on their experiences and concerns, and addressing these with positive guidance and support. Over a period of time, this can produce striking improvements in ability, confidence and performance.

Q: Why use an outside company ?

While many senior employees may posses the experience and skills to perform the job that the protégé(s) do, they rarely have the necessary skills, or the time available, to organize and execute structured mentoring programmes. An external source can often provide a fresh insight into problems, enabling new ideas to generate improved performance. As an established training company, Activia can provide the right mix of experience, support and guidance to ensure that protégés feel secure, positive and motivated.

Q: How do I arrange my mentoring programme ?