How we can help
Develop your career, skills and expertise
Our coaching & mentoring services are aimed at supporting you with your personal and professional growth. We offer tailored guidance and support to help you achieve your specific goals and long-term aspirations.
Coaching will focus on enhancing your individual skills, performance, and personal development through structured, short-term interactions aimed at achieving specific goals. Millpond coaches provide the guidance, feedback, and strategies you’ll need to grow and succeed.
Mentoring is an incredibly powerful and valuable one-to-one partnership, focused on professional and personal development. It is semi-structured, formal or informal guidance through the sharing of knowledge, skills and experience, and intended to support and encourage individuals to fulfill their potential.
Millpond is known for helping project management professionals grow through a uniquely tailored and genuine growth relationship.
“Millpond has helped us extend project management skills within the organisation” and “everyone is more confident”.
(Based on 2020 customer research project)
Our mentoring services
Experienced Mentors
Our team of experienced project management consultants, trainers, and mentors spread across Australia and New Zealand, are passionate about the project management profession and find pride in sharing their knowledge, skills and experience to support and encourage others to fulfill their potential. We are confident in providing the right personality to align with the needs of the mentee.
Mentoring is about engaging at the right level and developing the right relationship. This allows the mentee to feel safe in conversations, acknowledging their strengths and discovering their areas for growth. The conversation constantly moves throughout the push/pull spectrum.
Potential mentoring solution
The Push-Pull Mentoring Model
This model may be incorporated as a strategy to ensure a flexible and collaborative approach to mentoring that emphasizes shared responsibility and active engagement between mentors and mentees.
Our Approach
Stages of a mentoring relationship
Initiation
-
- Introductions and expectations
- Share of background information and values
- Identify needs, boundaries, and goals – including those of the manager if appropriate
Cultivation
-
- Learning and collaboration
- Establishing and progressing along a personal action plan
- Realising growth
Separation
-
- Reflection
- Sustainable change
- Ongoing advice
Key roles
Mentee
- Lead the conversations
- Since the partnership is focused on the mentee’s learning objectives, potential mentees must devote time to clarifying professional goals and identifying strengths that will promote the achievement of those goals and development areas that may be obstacles
Mentor
- Share experience, insights, and feedback to guide the mentee in the achievement of their learning objectives
- Listening plays an important part in the mentoring role – listening to understand the mentee’s goals and uncover key learning opportunities that support those goals
Manager (Optional)
- Manages the mentee’s day-to-day contribution on the job
- The manager provides feedback and input regarding progress and accomplishments supports the employee in his/her career development and encourages time and effort spent on mentoring
Millpond Mentoring Coordinator (for Corporate Programmes)
- Onboarding and matching of Mentors and Mentees
- Providing structure for the Mentor and Mentee to navigate
- Independent coordination, support, and reporting as required
