This document provides an introduction to enterprise mentoring. It discusses the background and skills required of a mentor, including using models like P=p-I, GROW, and sports mentoring. Benefits of mentoring are outlined for both mentees and mentors. Key mentor skills are listed such as listening, questioning, giving feedback, and building rapport. Coaching frameworks and techniques like directive vs. non-directive approaches and the coaching GROW model are explained. Resources for mentors seeking accreditation or support are provided. The goal is to equip attendees to become certified enterprise mentors and begin mentoring others.

1. John Sunderland-Wright
Introduction to Enterprise Mentoring

2. Today’s programme
• The background to mentoring
• Advanced skills and tools required by the mentor
• Sports model
• P=p-I
• Go Mad thinking and the GROW model
• Practicing Helping each other and yourself
• A quick review of your learning
• Next steps?

3. Inspiration…
The greatest good you can do for another is not
just share your riches, but reveal to them their own.
Benjamin Disraeli

4. Role of the Mentor
• Brainstorm what you think is involved in
mentoring and the variety of roles and
behaviours a good mentor needs.
• Feedback in 5 minutes.
Mentor Skills

5. What is involved in the role of the enterprise mentor?

6. The benefits of mentoring
• For the mentee?
• For the mentor?

7. Benefits of mentoring for the mentee
• Increased self awareness and understanding
• Provided with a sounding board for feedback
• Support for ideas and critical reflection
• Assumptions and beliefs are challenged in a safe and supportive way
• Experience of different options/paths
• A safe environment to try out ideas
• A source of stretch and challenge
• Expands personal network and learning
• Accelerates personal development
• Increases self confidence and self esteem

8. Benefits of mentoring for the mentor
• Personal fulfilment from investing in others
• Communication, mentoring and coaching skills
• Enjoyment from seeing others succeed
• Feels ‘valued’ as a role model
• Stimulates own learning of business enterprise
• Opportunity to take time out and reflect
• Renewed focus on future career or opportunities
• Develops new insight into own self
• Gains an appreciation of an entrepreneurs pressures
• Improves own development and performance

9. Mentor
Skills

10. Mentor Skills
• Listening
• Questioning
• Actions and goals (GROW)
• Offer challenge
• Offer support
• Give and receive Feedback
• Build Rapport
• Invite Critical reflection and CPD

11. How good are your communication skills?
• I would like to tell you a short story….

12. Break

13. Improving your Performance- An Answer

14. The Energy
Management
Equation
ENERGY
Capacity
Fitness to Perform
ENERGY ENERGY
Renewal In
Sleep, recovery Fuel intake
© Performance on Demand 2012

15. READINESS TO CHANGE
IMPORTANCE
0 10
CONFIDENCE
0 10
Steven Rollnick - 2003

16. Timothy Gallwey – The Inner Game of Tennis

17. Potential & Interruptions
Self
CHOICE
Others Context

19. Building mental toughness
Understanding Understanding
our drive what we can and
can’t control
Understanding Understanding
how to Keep how to think
things in clearly under
perspective pressure
Understanding how to build
robust self confidence

20. Thinking clearly under pressure

21. Keep it simple
“Ain’t no use worry’in bout
things beyond your control, cos
if they're beyond your control,
ain’t no use worry'in".
“Ain’t no use worry’in bout
things within your control, cos if
you’ve got them under control,
ain’t no use worry’in”.
Ed Moses

22. In control Out of control
Focus on controlling these Recognise when I am
focused on these
Equipment Umpire’s decisions
Commitment (100%) Opponent’s behaviour
Preparation Conditions/delays/facilities
(mental, physical, technical, Weather
tactical) Selection
Emotions – self control Past performances
Recovery – put strategies in place Spectators
Positive Attitude – choose it Perception of others
Enjoyment / fun Winning and losing
Nutrition – make fuel choices Opposition communication
Communication Media opinion
Lifestyle – manage and balance What other people think

23. Sorting your Problems
Circle of Control
Circle of Influence
Circle of concern

24. Coaching
Coaching is a joint process designed to increase competence,
confidence and performance, therefore delivering better
results.

25. The Role of the Coach
To help them to succeed, giving them the tools and insights
to maintain the improvement.
To help them reach their own conclusions about the best way
to achieve an improved performance.

26. Activity: Coaching Framework
DIRECTIVE
NON–DIRECTIVE

27. A Form of Directive Coaching- Well
not really!

28. Behavioural Options
Helping someone solve their own problem PULL
Listening to understand
Asking questions
Paraphrasing and summarising
Suggesting options
Giving feedback
Offering guidance
Giving advice
Instructing
Telling
PUSH Solving someone’s problem for them

29. Activity: Coaching Practise 1
•Use the Directive approach with your coachee on a problem
they are facing at work

30. The GROW Coaching Model
Goal - define/agree the outcome/results to be achieved
Reality - explore the current situation and the gap to the goal
Options - identify options, overcome obstacles, route between R & G
Way Forward - define actions to achieve G, commit to implementing

31. Reflective Practice

32. Go-Mad™ Thinking Model

33. Activity: Coaching Practise 2
•Use the GROW process to coach a colleague

34. Our learning review…

35. Helping them to see things differently

36. Multi-choice questionnaire…

37. Next steps…
• Completed multi choice questionnaire (we will sort your
certificate)
• Mentors become an IOEE mentor (FoC) and IOEE will pick up
your match up with a carefully chosen mentee
• Plan to deliver the equivalent of one free hour of mentoring
per month (within 2 years)

38. Resources & Support
For support;
• http://mentor.ioee.co.uk/resources
For Accreditation options – Blue Orchid in the North West
• http://www.theblueorchid.co.uk/
QA & practice sharing Portal
• www.mentorsme.com

39. Mentorsme.co.uk

40. Mentor.ioee.co.uk

41. Contact Points
Sarah Trouten
e. sarah.trouten@sfedi.co.uk
t. 0845 467 4928
Amanda Dudman
e. amanda.dudman@sfedi.co.uk
t. 0844 870 8787
m. 07968 982568

42. Thank you and
Introduction to Enterprise Mentoring
enjoy your
mentoring journey
John Sunderland-
Wright