Coaching and mentoring are increasingly embedded in organisational development strategies. HR and L&D teams often commission external coaches and mentors and develop internal coaching and mentoring programmes to support leadership, talent development, wellbeing and organisational change. However, as coaching and mentoring have become widespread, the focus has shifted from enthusiasm to quality, governance and risk management . This article is aimed at HR and L&D professionals

What Six Business Mentors Discovered When They Finally Tried It If you're a mentor — new or experienced — you may heard people talk about supervision. You might have thought: Is that something I really need? Will I be judged? What if I'm doing it “wrong”? What actually happens in a supervision session? You’re not alone. Many mentors arrive at their first session with a mixture of curiosity and apprehension. And that makes complete sense. Supervision is unfamiliar territory fo

How often do you end a mentoring session and wonder, "Did I ask the right questions? Did I really help my mentee?" Reflection is the...

As coaches and mentors, how often do you fall into the trap of doing too much in sessions—brainstorming, summarising, guiding,...

Maslow proposed his hierarchy of needs 80 years ago, so it is well tried and tested. Although (as he noted) there was little scientific...

Practical Skills Sharing with Philippa As business mentors, our role isn’t to give answers—it’s to unlock clarity, encourage reflection,...