This document discusses definitions of mentoring and principles of effective mentoring relationships. It provides 3 definitions that describe mentoring as an equal, trusting relationship focused on the mentee's goals and development; as supporting the mentee's self-directed learning and potential; and as a relationship aimed at learning and development. The document also discusses how mentoring differs from other roles, emphasizes the importance of an open and goal-oriented relationship, and describes two main forms of mentoring: relational and instrumental.

1. LIMITLESS POTENTIAL | LIMITLESS OPPORTUNITIES | LIMITLESS IMPACTLIMITLESS POTENTIAL | LIMITLESS OPPORTUNITIES | LIMITLESS IMPACTLIMITLESS POTENTIAL | LIMITLESS OPPORTUNITIES | LIMITLESS IMPACTCopyright Universityof Reading
MENTORING DEFINITIONS
Career Mentoring Team
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Careers

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WHICH DEFINITION?
• Mentoring can be defined in a number of ways.
• There are overlaps between mentoring and other support
services so it is important that you have a good
understanding of what mentoring means in the context of
this scheme.
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DEFINITION 1
“A mentor is seen as being an equal and is supportive of the changes that the
mentee wishes to make in a trusting and confidential relationship.”
(Kay and Hinds, 2005)
Underpinning principles:
• Equal ‘power’ between mentor and mentee
• Mentoring is mentee-centred: focused on their wishes
• There is trust and confidentiality
• It is supportive and it is a relationship
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DEFINITION 2
“Mentoring is to support and encourage people to manage their own learning
in order that they may maximise their potential, develop their skills, improve
their performance and become the person they want to be.”
(Eric Parsloe)
Principles highlighted:
• The need to be motivational
• Being facilitative rather than being directive
• There is need to give ownership to the individual so they
control the direction they want to move in
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DEFINITION 3
• “A relationship between two people with learning and development as its
purpose.”
(Megginson and Garvey 2004)
Definition focus:
• The purpose of mentoring is all about learning and
development: moving forward and making progress
• It is about two people, not a group
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REFLECTING ON THE DEFINITIONS
• Can you:
• Treat your mentor as an equal?
• Focus on what you want and your agenda?
• Can you maintain confidentiality?
• Can you build a trusting relationship?
• Can you allow yourself to be motivated?
• Can you respond to facilitation?
• Consider what you need to learn and develop?
• When have you achieved these things in the past?
• Do you have concerns?
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WHERE ARE THE DIFFERENCES?
• Mentoring is not counselling, teaching, training, careers guidance or coaching
• Mentoring should not focus on personal problems and it is not your mentor’s
responsibility to assist with these, should they arise
• Teaching and training are more directive. They have pre-specified learning
outcomes. When being taught you will set your own direction and take
ownership
• Mentors can share their knowledge and experiences, but recognise they may
not be wholly representative of those in their role/sector. They are not fully
objective
• Coaching and mentoring are a little more closely related… 7

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FURTHER PRINCIPLES OF MENTORING
Further important principles include:
• Openness and honesty
• Willingness to receive feedback and to challenge mentor assumptions
• Being friendly and approachable
• Being non-judgemental
• Respecting time commitments
• Being goal-oriented and driven by development
• Open-mindedness
• Willing and able to give the partnership direction
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FORMS OF MENTORING
• THRIVE has two main elements which form the mentoring partnership
• Relational (often referred to as Psychosocial)
• Instrumental (often referred to as Career Development)
• Relational mentoring:
• Priority is to “foster a trusting, emotionally close connection that makes you feel
understood, valued and respected” (Rhodes 2002).
• Once the relationship is established, you may then feel comfortable to share
your goals more openly.
• Instrumental mentoring:
• The relationship grows through you engaging in challenging, goal-directed
activity as a way of helping you to master skills and explore opportunities and get
clear, tangible outcomes.
• These forms of mentoring are not mutually exclusive. THRIVE aims to incorporate
them both and suggests that you need to begin by building a solid relationship. 9

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SUMMARY
• This section has focused on using various definitions of
mentoring to:
• Explore what mentoring is
• Highlight the underlying principles
• Encourage you to reflect on your role in the partnership
• Clarify some of the boundaries of mentoring
• Identify the more subtle forms of mentoring involved in
the THRIVE scheme
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