Mentoring with Millpond
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 team of experienced project management consultants 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.
Millpond's approach to mentoring
Stages of a mentoring relationship
- Introductions and expectations
- Share of background information and values
- Identify needs, boundaries, and goals – including those of the manager if appropriate.
- Learning and collaboration
- Establishing and progressing along a personal action plan
- Realising growth
- Sustainable change
- Ongoing advice
- Manage the partnership.
- Since the partnership is focused on the mentee’s learning objectives, it is essential that potential mentees devote time to clarifying professional goals and identifying strengths that will promote the achievement of those goals and development areas that may be obstacles.
- Share experience, insights and feedback to guide the mentee in the achievement of his or her learning objectives.
- Listening plays an important part in the mentoring role – listening to understand the mentee’s goals and to 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 and supports the employee in his/her career development and encourages time and effort spent on mentoring.