COURSE OVERVIEW:

Welcome to the Essential Skills & Strategies for Mentoring course. This program will equip you with an understanding of the importance of mentoring, the mentor role, and the six mentoring dimensions that guide effective development relationships. You will explore the mentoring model of learning, the actions and purpose of the mentor, and the phases of the mentoring relationship, including how the concept of progressive phases influences goal setting, behavioural support and ongoing professional growth. You will also examine how to apply the six mentor dimensions and how each dimension strengthens learning outcomes, development pathways and workplace capability.

This course begins by examining the relationship dimension, including its essential behaviours, the development of familiarity, and the common barriers that must be addressed. This section explains the importance of creating trust between mentors and mentees, the mentee experience of acceptance versus invalidation, and why mentors must refrain from instant disagreement to ensure psychological safety. You will also explore why avoiding inappropriate competition between mentors and mentees is crucial, how the informative dimension works, how to avoid the quick fix, why tailored advice matters more than platitudes, how to use the mentee profile form, and the importance of networking as part of the mentoring process.

Another area of learning explores how to assess the value of information and how the facilitative dimension operates, including its essential behaviours that allow mentors to guide rather than control. This section explains how to learn to interpret stress, how to protect mentee decisions while maintaining clear expectations, and how the confrontive dimension functions. You will examine the essential behaviours of the confrontive dimension, the four important variables that influence confrontive actions, and how confrontation used constructively strengthens insight, accountability and self-management.

A further area of learning focuses on the mentor model dimension, its essential behaviours, and the importance of motivation within the mentoring relationship. You will explore the value of self-disclosure, the issues associated with disclosure across professional boundaries, and how to identify and manage mentee-related risks. This section explains how to personalise the relationship with a mentee without compromising professionalism, and how to work within the employee vision dimension, including its essential behaviours and its role in helping mentees recognise their own potential.

The next area of learning addresses mentor reservations and communication concerns, including the consequences of communication avoidance. This section explains how to initiate and manage change within the mentoring relationship, how to maintain accurate and secure records of mentoring sessions, and how to design mentee learning activities that support growth. You will also explore the core skills for successful mentoring, how to identify mentoring skills, and the mentoring skills model that frames capability development for both new and experienced mentors.

Another area of learning examines the critical skills for mentors and the organisational benefits of mentoring. You will study the advantages that mentoring provides for mentors, mentees and organisations, including enhanced performance, improved retention, strengthened career pathways, and deeper workplace collaboration. This section explains the different roles a mentor may be required to take—including coaching, counselling, networking and facilitating—and how each role aligns with mentee needs, organisational priorities and developmental timelines.

By the end of this course you will be able to understand the purpose and structure of mentoring, apply the six mentoring dimensions, build trusted relationships, support mentee decision-making, use informative and facilitative methods, apply constructive confrontation, model professional behaviour, recognise mentee potential, manage communication challenges, record mentoring activities, develop mentoring skills, use the GROW model to guide sessions, adapt roles to mentee needs, and deliver a structured, ethical and effective mentoring experience that benefits both individuals and the organisation.

LEARNING OUTCOMES:

By the end of this course, you will be able to understand:

·       The importance of mentoring

·       The mentor role

·       The six mentoring dimensions

·       The mentoring model of learning

·       The actions and purpose of the mentor

·       The phases of the mentoring relationship

·       The concept of phases of the mentoring relationship

·       How to apply the six mentor dimensions?

·       The relationship dimension including: its essential behaviours, familiarity and barriers

·       The importance of creating trust between mentors and mentees

·       The mentee experience - acceptance vs. invalidation

·       The importance of refraining from instant disagreement

·       Why avoid inappropriate competition between mentors and mentees?

·       The informative dimension and its essential behaviours

·       How to avoid the quick fix?

·       Why provide tailored advice, not platitudes?

·       How to use of the mentee profile form?

·       The importance of networking

·       How to assess the value of information?

·       The facilitative dimension and its essential behaviours

·       How to learn to interpret stress?

·       How to protect mentee decisions?

·       The confrontive dimension and its essential behaviours

·       The four important variables of the confrontive dimension

·       The mentor model dimension and its essential behaviours

·       The importance of motivation

·       The value of self-disclosure and issues of disclosure

·       How to deal with mentee related risks?

·       How to personalise the relationship with a mentee?

·       The employee vision dimension and its essential behaviours

·       How to recognise mentee potential?

·       The mentor reservations and communication concerns

·       The consequences of communication avoidance

·       How to initiate and manage change?

·       How to maintain records of mentoring sessions?

·       The mentee learning activities

·       The skills for successful mentoring

·       The identification of mentoring skills

·       The mentoring skills model

·       The core mentoring skills

·       The critical skills for mentors

·       The benefits of mentoring for the mentor, mentee and the organisation

·       The different roles a mentor may be required to take including: coaching, counselling, networking and facilitating

·       How to mentor using the GROW model?

COURSE DURATION:

The typical duration of this course is approximately 2-3 hours to complete. Your enrolment is Valid for 12 Months. Start anytime and study at your own pace.

ASSESSMENT:

A simple 10-question true or false quiz with Unlimited Submission Attempts.

CERTIFICATION:

Upon course completion, you will receive a customised digital “Certificate of Completion”.