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mentorsme.co.uk - Britain’s first online gateway for businesses looking for mentoring services
The principles of mentoring

The principles of mentoring

The organisations residing on the Mentorsme portal adhere to the following principles.

  • Processes and procedures to be adhered to in mentoring relationships
  • Good practice guidelines and standards for mentors
  • Measures required to ensure autonomy and success for mentees.
1. Protocol for mentoring relationship engagement
1.1 Mentors will agree with the mentee how they wish the relationship to work
1.2 The confidentiality of the client remains paramount at all times. At no time will a mentor disclose any part of the relationship to any person whatsoever, without the explicit agreement of the client
1.3 Mentors will maintain their professional competence through participation in continuous professional development
1.4 Either party may dissolve the relationship at any time throughout the period of the mentoring relationship
1.5 The mentoring relationship should not be exploitative in any way, neither may it be open to misinterpretation
1.6 Any notes or other records of mentoring sessions shall remain, at all times, the property of the client. They may, for convenience, be retained by the mentor but may be requested by the client at any time.
1.7 The mentee should be made aware of their rights and any complaints procedures.
2. Mentors Principles
2.1 The mentor’s role is to respond to the mentee’s needs and agenda; it is not to impose their own agenda
2.2 Mentors will be aware of and adhere to any current legislation relating to activities undertaken as part of mentoring services
2.3 Mentors will be open and truthful with themselves and their mentee while participating in the mentoring relationship
2.4 Mentors should provide friendly, unbiased support and guidance; and provide an outside perspective on the mentee and his/her business. Mentors should not provide a counselling service, supply a training or coaching service, provide therapeutic interventions or give specific technical business advice that would normally be provided by an expert business adviser
2.5 The mentor’s role is to help and inspire the mentee to realise his/her ability and potential – not to do the mentee’s job for him/her
2.6  Mentors should never work beyond the bounds of their capability, experience and expertise to the point where they do not feel confident in providing the mentee with proper support. Where appropriate, mentors should seek advice or refer mentees to another point of contact or enterprise support professional
2.7 Mentors and mentees will respect each other’s time and other responsibilities, ensuring they do not impose beyond what is reasonable
2.8 The mentor will ensure the mentee accepts increasing responsibility for managing the relationship; the mentor will empower them to do so and will promote the mentee’s autonomy
2.9 Mentors will not intrude into areas mentees wish to keep private. If a mentee discloses previously private information, the mentor should help the mentee recognise how other issues may relate to this area
2.10 Mentors should provide honest and constructive feedback, sharing their own experiences of both failures and successes
2.11 Mentors should facilitate decision making by suggesting alternatives based on personal experience
2.12 Mentors should supply contacts and networks to further the personal and business development of mentees; and provide ongoing support when required
2.13 Mentors have a responsibility to highlight any ethical issues (such as conflicts of interest) that may arise during a mentoring relationship at the earliest opportunity
2.14 Mentors will share responsibility for the smooth winding down of the relationship with the mentee, once the mentoring relationship has achieved its purpose – the mentor must avoid creating dependency.