1.

AUTHOR
Hilarie Owen
Born: Wales, United Kingdom

Education-University of Birmingham

Current designation-CEO of the UK-based Institute of Leadership Wales.

Political scientist, business strategist and author Hilarie Owen is the
founder and CEO of the UK-based Institute of Leadership Wales.

Area of expertise
Leadership development
Staretigic planning
Performance Management
Awards

British Junior Chamber - Best community project and best Individual

project
2.PARTICULARS ABOUT THE BOOK
Genres- Non-fiction(Sub-genres-Self-Help)
Publisher: Kogan Page Ltd.(Website- www.koganpage.com)
Year of Publication: 2011
Place: Great Britain & USA
ISBN: 978-0-7494-6114-0
Price: $39.95

3.PURPOSE
It is a step-by-step guide to implementing a successful mentoring programme. It
helps in learning how to-

Set up an effective mentoring programme

Assess the time and cost implications
Evaluate the impact of the programme

4.Summary
This is our purpose: to make as meaningful as possible this life that has been
bestowed upon us
------Oswald Spengler,
Philosopher
This inspiring book clearly describes the potential and compelling benefits of
mentoring. It enables individuals and organization to succeed with mentoring as a
partnership full of wisdom, development and growth.
5. TABLE OF CONTENTS

Pre-Launch: Setting Up a Mentoring Program

Finding the Right People
The Basics of a Mentoring Program
Evaluating Mentoring
The Wisdom of Mentoring
Mentoring for Leadership
The Big Picture

6. Pre-Launch: Setting Up a Mentoring Program

Chalk-out your plan keeping in mind the following points

Evaluate your current situation- Identify your companys goals, challenges and human assets. Will a
mentoring program fill any gaps now or in the future? Visualize three versions of your firms future: with
no mentoring program, with a basic mentoring program and with a worldclass
one.

Determine the programs scope Start with a pilot project to assess

your firms potential for mentoring. Offer mentoring to all types of

employees.

Estimate potential interest How many people at different ranks might

be mentors or protgs? Match mentors to staffers who are at least two
supervisory levels apart.

Devise an evaluation metric Gather current data about recruitment,

turnover, promotion and employee development. Consider whether a
mentoring program has the potential to improve these factors to see if it
would add value for your company.

Create good communications Explain the program in terms everyone

can understand, accept and support.

7. Finding the Right People

A good mentor should have the following qualities

Person-focused
Mentors must set aside their personal issues to focus on their protgs concerns, they dont fix things.
Instead, they help their mentees to develop the perspective and skills to find their own solutions.

Listen actively
A mentor needs to put their solutions aside, not judge, and instead listen with empathy to the
mentee.This requires actively listening to the mentee and pick up the non-verbal communication such as
body language, facial expressions and tone of voice.

Stable emotional intelligence

Emotions can come from either mentor or mentee. A mentor should be able to deal with their own
emotions otherwise it may hamper the rapport between them.

Ask insightful question

How a mentor follows up with questions is also important. There is a big different between asking why
do you want the promotion? and what is it thats attractive to you in this promotion? While the first one
sounds aggressive the second one doesnt.
Provide feedback

Only feedback that is useful, encouraging and constructive will help mentees.

Signpost sources of help

After screening the mentees the mentor will identify the areas to work on for improvement and help the
mentees accordingly.

8. The Basics of a Mentoring Program

How the scheme will work?

Choose from established models for your mentoring program to make sure it addresses your firms
specific needs, resources and goals.

Administrate the scheme

Large mentoring schemes require good administration for efficient execution. Mentors and mentees both need
to be clear about the ground rules and expectations from each other.

Follow Code of Conduct

As mentoring is a confidential activity, both parties need to follow a code

of conduct. This will ensure an effective learning process.
Use SMART Objectives.
S-specific
M-measurable
A-achievable
R-realistic
T-time-bound

9.Summary
This book lucidly describes

the necessity of mentoring,

pre-requisite survey before setting up a mentoring scheme
how to design an effective mentorship program
evaluating mentoring
the difference among mentoring, training and coaching
Role of mentorship in todays world

Analysis:This is our purpose: to make as meaningful as possible this life that has been
bestowed upon us
------Oswald Spengler,
Philosopher
This inspiring book clearly describes the potential and compelling benefits of
mentoring. It enables individuals and organization to succeed with mentoring as a
partnership full of wisdom, development and growth.
Why I Liked This Book
The topical order of the contents are very smooth and keeps the reader glued to the
book.
Packed with real-time interviews, case studies and questionnaires it gives enough
chance of introspection for personal development.
ConclusionOn a scale of 10, this book stands as follows Applicability-7
Innovation-6

 Style-5
I recommend this as an essential toolkit for anyone who wants to run a mentoring
program, whether for a large or small organization.