Topic outline

  • Hello!

    Welcome to the QCOSS eTraining course Provide workplace mentoring.

    Once you have completed all the sections please try the quiz at the end of the course.

    Once you have completed the quiz then you will be able to download a certificate of completion. Good luck!

    Please email any feedback to us

    • Introduction

      Mentoring is a process that enables an individual to achieve their potential. It can be conducted informally between individuals or as part of a formal program. The process, whether it is organised or casual, can be highly successful, and benefits employees, volunteers, the organisation they work for and ultimately their clients.

      In this module you will follow a mentoring partnership and learn about the process through the relationship and activities of our two participants. Our fictitious volunteers will take advantage of a formal mentoring programme available to them. You may not have access to such a program when you want to be a mentor: however, you can learn from their experience and adapt the process they use to suit your mentee and your environment.

    • Prepare for mentoring

      Our volunteer prepares for her new role by attending the advertised workshop. Join Lisa and complete some of the workshop activities.


      Mentoring Others

                                           One day workshop

      Mentoring is:

      ‘‘An alliance of two people that creates a 
      space for dialogue that results in 
      reflection, action and learning for both.’’

      (Rolfe-Flett, A 2001)

      Workshop overview:

            • Qualities of effective mentors
            • Expectations of mentoring
            • Successful strategies
            • The learning cycle
            • Phases of the partnership
            • Tracking progress


      Tues, 14th Jan, 2008, Community centre

      What does mentoring mean to you?
      Define mentoring

    • Provide mentoring

      Nicki and Lisa have embarked on a cycle they will repeat many times throughout the process of mentoring. As they get to know each other, they are developing their awareness of Nicki’s current situation. This prepares them for setting goals and planning how to achieve them. Once their plan is put into actionreflection will continue to raise their awareness and enable them to modify the plan and their actions, if necessary, to maintain progress. Lisa uses the diagram below to explain the process to Nicki.

      Provide mentoring

      The mentoring process is a cycle distinguished by the following phases.

      Phases of process

      Information in rollovers


      Define values, desires, strengths and limitations.


      Make or modify goals to determine purpose and direction.


      Plan how to reach goals using manageable steps.


      Evaluate experience and use insights to raise awareness.

      Read Julie Hay’s Steps to Success.
      Steps to Success

    • Follow-up mentoring

      All relationships have phases and the mentoring relationship is no exception. Looking back on their experience, Lisa and Nicki can clearly see the phases their relationship has been through and agree it is time to move on. As they redefine their relationship, mentoring draws to a close.

      Each tab describes a different phase of the mentoring relationship.


        • Set goals, establish roles, build rapport and trust, make a commitment, logistics.


        • Action planning, challenges, activities to broaden knowledge, skills, contacts.


        • Mutual respect and confidence, evaluation of process and outcomes.


        • Independence, success, celebration, closure, unresolved issues.


        • Relationship ends or changes to one of informal, mutual support.

      Examine how each stage shapes the interactions we have in a relationship.
      Phase progression

    • Resources