APM webinar sponsored by the Midlands branch on 30 September 2021. Speaker: Richard Tulley Designed for project professionals at all career levels who would like to understand how being mentored and/or being a mentor can positively impact both personal and professional development. Also beneficial for project professionals who just wanted to explore or understand the nature of mentoring. By joining this event you can understand how being a mentor and being mentored will make a significant difference to your own personal and project management career development. Richard Tulley will explain the principles of mentoring, explore the developmental benefits, identify the key skills and going on to explain how mentoring can help your development. Richard will share his experience and insight from his role at Sopra Steria and its approach to developing a practice of over 400 project professionals.

1. Mentoring for Personal and Professional Development
Richard Tulley
Director of Programme & Project Management
Programme Director | Mentor | Coach | APM Fellow | D & I Ally
my experience, my reflections, my epiphany

2. food for thought
6th July 2021
Wimbledon
Exits in 4th Round with breathing difficulties
11th September 2021
U.S. Open Champion
First qualifier ever to do so
Wins the match after an injury enforced time out
??
What made the biggest difference
??
Tim Henman’s match point is
sign of his key role as Emma
Raducanu’s mentor
Neil Johnston
Monday September 13 2021, 12.01am
The Times

3. designed for
o Experienced mentors
o Aspiring mentors
o Existing mentees
o Anybody considering entering into a
mentoring relationship
o Anybody committed to their personal and
professional development
mentoring for personal and professional development
Slido

4. roadmap
oGetting Started
oCoaching & Mentoring
oAn Introduction to
Mentoring
oHow the Mentee Benefits
oHow the Mentor Benefits
oCritical Success Factors

5. getting started: personal and professional development
relationships
balance
mindfulness
fulfilment
self-awareness communication
empathy
knowledge
experience
competence
leadership
insight
well being
active listening
professional
development
personal
development

6. Project Manager
Project Leader
Programme Director
Senior Project Manager / Programme Manager
getting started: your professional development
Knowledge and Experience are not enough …

7. coaching and mentoring
coaching
mentoring
From Coaching and Mentoring At Work
by Mary Connor and Julia Pokora
… we take the view that there is common ground, expressed as underlying principles, which
underpins both coaching and mentoring
… coaching and mentoring are both learning relationships, which help people to:
o Take charge of their own development;
o Release their potential; and
o Achieve results which they value.

8. coaching & mentoring: learning & development context
Counselling
Counselling is a talking therapy that involves a trained therapist listening
to you and helping you find ways to deal with emotional issues.
Consulting
“left brain”
(coaching predominantly
“right brain”)
Provision of expertise
Propose solution

9. coaching & mentoring: coaching
For most people the initial exposure to coaching is through sport.
Almost all sports coaching is built around the idea that coaching is
essentially the transfer of knowledge.
The coach is the expert, knows the correct technique and will tell you how
to perform.
Myles Downey
Effective Coaching, 8
Partnering with clients in a thought-provoking and creative process that inspires them to maximize their
personal and professional potential
International Coaching Federation (the ICF)
Coaching delivers results in large measure because of the powerful working relationship created, and the
means and style of communication used.
The coachee does acquire facts and develops new skills and behaviors, not by being told or taught, but by
discovering from within, inspired by coaching.
Coaching for Performance, Sir John Whitmore, p11

10. coaching & mentoring: non-directive
PULL:
helping someone solve their own
problem
PUSH:
solving someone’s problem for them
• Following Interest – Non-Directive
• Directive
• Listening to understand
• Reflecting
• Paraphrasing
• Summarising
• Asking questions that raise awareness
• Making Suggestions
• Giving Feedback
• Offering Guidance
• Giving Advice
• Instructing
The Spectrum of Coaching Skills, Effective Modern Coaching – Myles Downey (2014)

11. coaching & mentoring: the inner game
The Inner Game Tim Gallwey
Performance = Potential minus Interference
Slido

12. an introduction to mentoring
Off-line help, by one person to another, in making significant transitions in
knowledge, work or thinking.
Megginson and Clutterbuck (1998)

13. an introduction to mentoring: origins
Because of this story the personal name Mentor has been adopted in Latin and other languages,
including English, as a term meaning someone who …
imparts wisdom to - and shares knowledge with - a less experienced colleague.
Attributed to the Ancient Greek poet Homer…
In his classic work The Odyssey, which dates back some 3000 years, Odysseus
entrusts his young son Telemachus to the care of Mentor, his trusted
companion, when he goes to fight in the Trojan War.
Unexpectedly, he is away for decades and during that time Mentor guides,
nurtures and supports Telemachus.

14. an introduction to mentoring: a learning & development relationship
The mentor…
Is more experienced, more knowledgeable, more senior colleague …
Who supports more junior, less experienced colleague(s)
Comes from same/comparable professional background:
Understands mentee’s role and professional environment/context
Has subject matter expertise
Provides insight
Is ‘giving back’ (not expecting remuneration)
Mentoring is a learning and development
relationship
o based on a relationship of mutual trust
o non-directive (not telling or teaching)
o un-locking the mentee’s potential

15. an introduction to mentoring: a good mentor
A good mentor stays on the mentee’s agenda
o Listens to develop awareness
o Asks ‘good’, open questions
o Confirms understanding, plays back
o Encourages reflection
o Understands and applies coaching models and techniques
o Encourages the mentee to find their own answers
o Through creating awareness
o Through identifying their potential
o Takes on certain roles:
Trusted adviser, critical friend …
Sometimes coach, sometimes advocate/sponsor
o Opens their network, enables connections

16. an introduction to mentoring: mentoring relationships
A successful mentoring relationship …
o Non-directive
o Mentee takes responsibility
o Voluntary
o A conscious decision made by the mentee
o An opportunity accepted by the mentor
o Purpose
o Professional context
o Built on mutual trust
o Mutually beneficial
o Temporary by nature (doesn’t mean short duration)
o Develops over time
o Shared values
o Commitment

17. an introduction to mentoring: evolution of mentoring relationships
Mentoring Relationships are typically established on a 1:1 basis;
The mentor and mentee have a direct engagement with one another
There are also other types
of mentoring relationship,
such as:
??

18. how the mentee benefits
your development journey …
o Needs to be planned
o Needs a destination
o Needs a purpose
o Needs you to take ownership
o You will need support

19. how the mentee benefits: why people want to be mentored
There are barriers to development
lack of self
confidence
lack of opportunities in the
work-place
lack of self
awareness
don’t understand the “art of
the possible”
need training
need skills
unrealistic
expectations
work-place not
developmental
want to make a career
change

20. how the mentee benefits: why people want to be mentored
There are benefits from being mentored
set goals
clarity of
purpose
achieve goals
meet diverse and insightful
people
develop my self awareness
understand my
potential
receive
encouragement
confidence map my journey
make connections
acquire knowledge find a ‘safe’ place

21. how the mentee benefits: how we learn and develop
Formal Learning
(“training”)
Social Learning
Interactive Learning
(“on the job”)
70%
10%
20%
The 70 20 10 Model … as developed by Morgan McCall and the Centre for Creative Leadership
The time that we spend in our work-
place
the vast majority of our time
the “day job”, “learning on the job”
Training
20
%
The opportunities to be coached,
to be mentored,
to network, to interact
“social learning”

22. how the mentee benefits: your work-place
Your development in a supportive environment:
 you know what you have to do and what is expected of you
 you know how to do what is expected of you
o Getting experience
o Acquiring knowledge
o Training / shadowing
o Feedback
o Role Models
o Process & procedure
??
Who’s Agenda
??
 Performance in your role is the primary focus of your development
How did you do this year? What do you have to do next year?
 Your objectives ‘flow down’ organisational imperatives
 Your development needs are borne of ‘gaps’ in how you map to your role description
 Development is professional more than personal
Foundation
 Most likely
 Probably
× Less likely

23. how the mentee benefits: your future possibilities
your current reality
your future possibilities
somebody to help take you here??
your mentor
 Focus on your agenda
 Take 100% of your opportunities to learn
 Apply focus to your professional development and your
personal development
 Explore potential, more than measure performance
 Map out your future, not just next year
 Benefit from a fresh perspective
 Find a ‘safe place’
20
%

24. how the mentor benefits
The greatest good you can do for another is not just
to share your riches but to reveal to him his own
--- Benjamin Disraeli ---

25. how the mentor benefits: emotional intelligence
developing emotional intelligence is a powerful and essential component of career development,
particularly for leaders and aspiring leaders
As a mentor you develop active listening
Through your mentoring relationship you build rapport,
you empathise
Ultimately this all comes naturally, but by being a mentor
you bring focus to your emotional intelligence and you
develop self-awareness both consciously and
unconsciously
As you get to understand your mentee, you really get to
understand yourself better too

26. how the mentor benefits: leadership
becoming an effective mentor also takes you on the journey towards becoming an effective leader
the qualities of an effective leader reflect many of the skills that a mentor needs to develop and
refine
Mentoring helps you develop your ability to motivate and
encourage others…
Grow as a manager who builds high performing teams, an
employee who engages and team member who leads by
example
Leaders inspire, they take people on the journey …
As a mentor you encourage your mentee to evaluate their
situation, to explore possibilities, to unlock their potential
Guiding others to evaluate options and make the right
decision for them is one of the qualities of a leader
As is authenticity

27. how the mentor benefits: effective communication
not telling, teaching or training …
as a mentor you are talking about ideas, concepts and possibilities
you have to communicate effectively for your mentee to understand and contextualise the
guidance that you provide
Different background, environment or demographic …
Different perspective
Mentors and mentees may not "speak the same language" or
use the same lexicon
Mentors learn to adapt their communications style to most
effectively engage their mentee …
based on how they learn, how they are best engaged
Naturally flows in to professional and personal interactions
too

28. how the mentor benefits: effective communication (yes, again)
the art of effective communication has many facets…
in light of the pandemic and less f2f engagement our ability to effectively engage and
communicate is being put to the test, and has become more important than ever
As well as being able to clearly convey a message, the
mentor needs to also listen in a way that gains the full
meaning of what’s being said and makes the other person
feel heard and understood
At a level, these skills are instinctive but refinement comes
through practice … and being conscious of the principles
of effective communication
active listening is a core skill that mentors will develop
and the down-stream benefits in professional and
personal scenarios are immense

29. how the mentor benefits: reflection
as a mentor you are often drawn to self-reflection – looking at your experiences, the challenges
that you over came and your achievements
Positivity will come to a mentor – and to their mentee –
from recognising successes
This motivational factor is really important as people
develop and grow – it provides the fuel for their
development journey
Self reflection is also a powerful way of ‘checking’ yourself
and maybe identifying some new, previously
undiscovered development opportunities for you, as the
mentor
You can draw lessons learnt from previous experience and
identify positive ways in which you can develop in your
professional environment

30. how the mentee and mentor benefit … insight
• 71% of Fortune 500 companies have
mentoring programmes
Why?
Because investing in leadership capability
pays off in performance, productivity and
innovation
(Centre for Workplace Leadership 2016)
• Of those with a mentor, 97% say they are
valuable
(National Mentoring Day) …
Yet only 37% of professionals have a mentor
(Forbes)
• 89% of those who have been mentored will
also go on to mentor others (McCarthy
Mentoring)
Credits… Guider (guider-ai.com); McCarthy Mentoring (mccarthymentoring.com)
• 25% of employees who enrolled in a
mentoring program had a salary-grade
change, compared to only 5% of workers who
did not participate (McCarthy Mentoring)
• Mentees are promoted 5 times more often
than those without mentors (Forbes)
• And mentors themselves are 6 times more
likely to be promoted (Forbes)
• 89% of those with mentors believe their
colleagues value their work, compared with
75% who do not have mentors (CNBC)
• 87% of mentors and mentees feel
empowered by their mentoring
relationships and have developed greater
confidence (Moving Ahead)

31. In a five year study of 1000 employees: (Gartner 2006)
• 25% of employees who enrolled in a mentoring program had a salary-grade change, compared to only 5%
of workers who did not participate
• Mentees are promoted five times more often than those not in a mentoring program
• Retention rates were higher for both mentees (22% more) and mentors (20% more) than for employees who
did not participate in a mentoring program
how the mentee and mentor benefit … (more) insight
For CEO’s in formal mentoring programs: (Harvard Business Review 2015)
• 84% said mentors had helped them avoid costly mistakes
• 84% become proficient in their roles faster
• 69% were making better decisions
Research also shows:
• Millennials intending to stay with their organisation for more than five years are twice as likely to have a
mentor (68%) than not (32%)
• Participants are 40% more likely to achieve their goals if they write them down. This increases to 70% if the
goals are shared with someone to keep them accountable, such as a mentor.
• 89% of those mentored, go on to mentor themselves contributing to a culture of learning and mentoring

32. roadmap
oGetting Started
oCoaching & Mentoring
oAn Introduction to
Mentoring
oHow the Mentee Benefits
oHow the Mentor Benefits
oCritical Success Factors Critical Success Factors
Slido

33. critical success factors… before you begin
For the mentee…
o Understand what mentoring is
o Have realistic expectations
o Be prepared to establish a relationship
o Understand that mentoring is not a ‘quick fix’
o Do your homework
make sure
make a conscious decision

34. critical success factors… before you start
For the mentee…
o Have Purpose
o Be clear on your Direction
o Be Ready
make sure
be sure
your personal statement

35. critical success factors
Mentoring will only deliver benefit if the mentee maintains a strong sense of purpose
o They genuinely want to be mentored – they see value
o They can clearly articulate why they want to sustain a mentoring relationship
o They can explain how they anticipate that the mentoring relationship will benefit them
o They can describe what success will look like to them …
• Tangible outcomes e.g. “I will be….” “I will have….” “I will be able to….”
• And more emotional outcomes e.g. “I will feel….” “It will look like….”
Both the mentee and mentor are committed to their own personal and
professional development
Re-calibrate over time
Foundation

36. critical success factors
Mentoring is a learning and development relationship
o Rapport
o Trust
o Open communication
o Candour
o Respect
o Commitment
Both the mentee and mentor benefit from the mentoring relationship
Celebrating success
Foundation

37. Richard Tulley
Director of Programme & Project Management
Programme Director | Mentor | Coach | APM Fellow | D & I Ally
Mentoring for Personal and Professional Development
Web: The Project Mentor Space
https://www.projectmentor.space
Linked In:
https://linkedin.com/in/richard-tulley-1b02ba1/
Thank you for engaging …