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Full Description
2025 Thinkers 50 Coaching and Mentoring Award - Shortlist
Runner Up - Leadership Book of The Year (The Leadership Awards 2024)
The research on mentoring is clear. Those who are mentored, out-earn and outperform those who are not. They make higher salaries, get promoted more often, have greater job and career satisfaction and lower rates of burnout. For organisations that invest in mentoring their employees, they benefit from higher productivity and greater loyalty. Mentoring works as a great retention tool. But despite all this, only 76% of people understand the undisputed benefits of having a mentor, and only 37% of people actually have one.
But how do you do mentoring well, both as a mentor and in building a mentoring programme in your organisation? The Financial Times Guide to Mentoring gives you the tools you need to understand what mentoring is and its benefits, learn how to mentor effectively, and be mentored.
By breaking down each stage of the process, this book will enable senior and aspiring executives to both give the support they need to act as a mentor to future talent in their organisation and seek mentoring for themselves that they had thought no longer relevant but which will stretch them and fast track their further career progress. While it's likely that they will have been mentored at some point in their career, in our experience many senior executives turn at some point from being mentored to mentoring others.
Contents
How to use this book and who it is for Why mentoring is so important Types of mentoring programme Why mentoring is NOT coaching
Part One - Being an effective mentor
Why should you mentor other people?
What are your responsibilities?
The ingredients of an effective mentoring relationship
The Mentoring Meeting
How to deliver the best value
How do you know and what should you do if the relationship is not working?
Part Two - Your organisation's approach to mentoring
Where mentoring relationships go wrong
Who is responsible for leading the programme and who needs to support it?
How do you identify and match mentors and mentees?
How will you measure success?
Part Three - Being an effective mentee
Why are we talking about being a good mentee in a book about being an effective mentor?
How do you find the right mentor for you?
