The Apprenticeship Local Authority Toolkit

Mentoring briefing and FAQs - fromSurrey County Council

"What will the apprentice be expecting from our mentoring relationship?"

Your mentoring relationship will evolve over time and initially you will be a supportive “listening ear” to the apprentice as well as being able to steer and sign post the apprentice around the organisation. How your apprentice will use your mentoring relationship will depend upon the type of work they are doing and the level of support they need.

Other ways you can support the apprentice during your mentoring relationship could include:

  • Sounding board -to test ideas and suggestions on
  • Facilitator-to be able to point to potential opportunities, arrange introductions
  • Advisor -to provide objective advice on a range of issues, including career opportunities
  • Coach -to directly assist the mentee to improve a specific skill
  • Expert -to act as a source of technical/professional knowledge
  • Source of organisational material -to be able to explain policies, culture, values
  • Role model -to promote and encourage positive behaviours in others
  • Source of feedback -to provide constructive feedback
  • Confidant -to express fears and concerns to
  • Motivator -to encourage the achievement of goals and boost morale
  • Challenger -to challenge assumptions and encourage alternative thinking

"And what do you see as key skills, activities and attitudes helpful to the relationship?"

A mentor:

  • Does not blame - stays neutral
  • Will give honest answers
  • Not intimidating - easy to approach at any time
  • Knows what they are talking about - good at own job
  • Actively questions
  • Enabling, caring, open and facilitative
  • Gives constructive and positive feedback
  • Provides subtle guidance, but ensures mentees make any decisions
  • Interested in the other person, showing genuine concern
  • Willing to debate, challenge and discuss

"What notes should I keep?"

It is a good idea to keep a record of your meetings, noting what has been discussed and agreed, and the objectives for your next meeting.

"What helps a mentoring relationship succeed?"

In order to ensure effective mentoring support it is important to realise that the process is two-way and its success is the responsibility of both the mentor and the mentee. Some prerequisites for success include the following:

  • A commitment to the goals of the mentoring process
  • A professional attitude
  • Openness and honesty
  • Willingness to learn (remember this is a two-way relationship)
  • The ability to question one another
  • Mutual respect
  • The contribution of time
  • Active listening skills
  • The ability to show appreciation
  • Being able to ask for specific help
  • Working through any conflict
  • Giving and receiving feedback
  • Trusting each another
  • Periodically reviewing the relationship and the process

"What should we be reviewing and how often?"

It is helpful to have a short review at the end of each session at the early stages of the relationship and then periodically. Some points to consider when reviewing are:

  • Are we on track to reach the goals of our mentoring relationship?
  • What do I think of my mentor/mentee?
  • What’s working well and why?
  • What isn’t working so well?
  • Do we need to change anything to make the sessions work more efficiently?
  • What are we spending too much time on?
  • How well are we communicating?
  • Do our personalities match/fit?
  • Is there anything we can do to improve our communication?
  • Could we using our time more effectively?
  • Do we need to make any changes to improve our relationship?
  • What support is in place for mentors?

"What are the ground rules/boundaries of mentoring?"

It will be important for you both to agree the way your mentoring relationship will work. Initially you may agree to meeting once a month, then this may change as the relationship continues.Other ground rules include; confidentiality, honesty, respect and trust.

"I see confidentiality is mentioned, what are the boundaries in relation to this?"

We suggest that you say that you will be able to hold what is said as confidential unless you have concern for their or other people’s safety or wellbeing. Ideally you will discuss this beforehand.

"How long is the relationship likely to last?"

The expectation is that the relationship will continue for duration of the scheme – one year.

"What are the main differences between being a coach and a mentor?"

We see mentoring as having more scope to give of yourself; making suggestions for action, guiding and as the relationship develops using more of a coaching style to help develop their own internal mentor and guide. Coaching is more about helping the apprentice come up with the answers themselves and they may be in a better position to respond to this approach when they are more familiar with their role.