How good is your mentoring?

Does your organisation give mentors the training and tools they need to perform at their best? Are you confident that your mentors have a rigorous, in-depth understanding of what mentoring is and what their role as a mentor is? Are they are role-modelling best practice mentoring? Have you been mentoring for a while but would like to check that you are doing it right?

As mentoring experts, we know the skills you need to have effective mentoring conversations to build this capability. We also know how to develop these skills, we've been doing it for years.

Following the success of ELECTRIC Coaching ™ we have taken the same methodology, and the same easy to use framework to create a short-burst training programme that will build necessary mentoring skills and enable you to apply them effectively.

It’s called ELECTRIC Mentoring ™ and its now accredited by the EMCC at Foundation Level.

Book a place on this course
Expand or collapse meEssential Information

Duration: 3 ro 4 months

Time Commitment: 25 to 30 hours

Entry Requirements: Reasonable business English and the opportunity to have mentoring style conversations at work

Accreditation: EMCC Foundation Level

Individual Fees: £1,200 + VAT

When: The next open enrolment course start with a workshop on 10th April 2018.

* Fees for organisational programme are dependent on numbers, please contact to discuss 

Expand or collapse meLocation

We run this programme:

  • ‘in-house’ with you and your mentors at your desired location.
  • “open enrolment” for individual leaders who wish to develop their skills (see above for booking info)
Expand or collapse meWhat does ELECTRIC stand for?

The ELECTRIC Mentoring™ framework provides a practical guide to help structure impactful mentoring conversations in the workplace. ELECTRIC stands for:

Engage – this is all about putting the person first with the work focus second, you mentor the person not the issue. Build rapport and demonstrate equality.
Listen – this is all about actively demonstrating your full attention to the person throughout the conversation. Seek to understand, clarify meaning and do not judge.
Explore – this is all about using insightful questions to encourage exploration of the subject. The questions should be clear and effective, aviod long and complicated questions.
Challenge – is all about challenging and testing motivations before any firm plans and targets are agreed. High performance comes about when the right balance of support and challenge are provided.
Target – is all about ensuring that at the end of the mentoring conversation the other person leaves with a clear target to work towards. Clarity on actions and timescales are important.

The “ELECT” part of the framework covers everyday mentoring conversations in the workplace.  The “RIC” part of the framework should be used for any mentoring conversations that are not “one off” interventions. 

Review – consider progress, how did they get on, what’s been happening?
Insights – enquire what the other person is discovering or realising about themselves, others and /or their context, what insights have they surfaced?
Conclude – encourage the other person to speak about their “new reality” and consider any new opportunities being explored.

Expand or collapse meWhat does the structure of the programme look like?

The structure of the programme comprises some pre-work including a pre-recorded webinar, 2 x 1-day workshops which includes an assessed practice session, a section on mentoring supervision and concludes with a telephone assessment. The programme is support by a Learning Pathway which enables you to log all your mentoring practice, learnings and exercises online. the structure for our open and in-house ELECTRIC Mentoring™  programme are the same but in-house ELECTRIC Mentoring™  programmes can be customised if required.


Expand or collapse meWho is it for and what are the benefits?

This programme is best suited for:

  • Anyone in an organisationorganisation who is currently mentoring and who wishes to develop their mentoring skills or anyone who is interested in becoming a mentor in the future.
  • Leaders/managers who have done informal mentoring who are looking to formalise their mentoring approach and style.
  • A group of individuals who have been identified as mentors as part of an internal mentoring programme and who are looking to be upskilled.
  • HR professionals who may not have line management responsibility but are likely to have conversations to support others in the workplace.

The benefits for successful delegates include:

  • A permanent shift in style as they understand how to use mentoring skills effectively at work;
  • More time to focus on their role, improving their own performance, their ability to implement strategy and long term career prospects; 
  • Increased engagement, productivity and performance of their mentees, team, direct reports and clients (internal & external);
  • Greater ability to support people through change and develop resilience in others;
  • For aspiring mentors, the development of the core skills required to build a successful career in mentoring and coaching.
Expand or collapse meHow do I book?

We deliver this programme to:

  • Organisations’  ‘in-house’ mentoring groups. To find out more and for volumes discount please contact Ed Parsloe
  • Individuals on an open enrolment basis. We are currently running one open enrolment programme a year, please see blue booking box above for dates and to book you place.
Expand or collapse meFeedback from participants

“It’s the subtle changes which make the difference and ELECTRIC Mentoring™  takes everything we know we should do (i.e. common sense), and puts some structure around it so you can really unearth peoples real needs – reading between and underneath the words”

“The skills I have learned have not only helped with mentoring but have made my contributions in meetings more effective”

“Despite having done mentoring for a number of years, I think the whole course has helped me structure my sessions and the overall mentoring relationship in a stronger, more productive way for the mentees, which in turn increases the chances of it being a more fruitful relationship for them”

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