My mentoring hero

I met my big, big inspiration: David Clutterbuck at the conference. I was not surprised since he was one of the founders, but I was nervous…

Suddenly in one of the sessions he stands before me and someone introduced me to him. I told him that I was a huge fan and that he is my mentoring guru. And he asked for my business card, and I said I have to tell you a story before you get my business card…
«I was looking for a business name or something to call my blog about mentoring, and to my big surprise MENTOR GURU was not taken… I then said that I was surprised that he hasn’t taken the name, but as a marketing man I found that this could be good for branding…»

I was so embarrassed but he just laughed, oh my…

Read about him at his webpage:

Best Mentoring Blog 2013

In 2011 I created a best mentoring blog ranking that got very popular, actually so popular that I wanted to make this an annual event.

It is not that easy to find those blogs, but I am always searching the net. And I find it right to look at different blogs as a newcomer/first timer within mentoring.

Sorry for the big delay this year but the time has flied away, but here it is. As you will see its not that big shift and the best five is the same as last year, f.ex. is the same blog #1 for the fourth year.



«The List»

1. Mentoring Works with Ann Rolfe

2. David Clutterbuck Partnership

3. Center for Mentoring Excellence with Lois J. Zachary as the Director

4. Managing Mentors with Rene D. Petrin as the President and Founder

5. Perrone Ambrose  with Larry Ambrose with others

6. Mentorguru with Thor-Erik Gulliksen

7. Coach Mentoring Blog with Lis Merrick

8. Peer Resource with Rey Carr

9. GP Strategies with David Clutterbuck and associates (not a blog but a lot of materials)

10. The Mentoring Group from California


I will present each and one of them on the list her at my blog, if you have others please put it in a comment.

Do we need to train mentees?

I am a strong believer of training in a mentoring program. I believe that mentoring programmes is failing if they forget to train mentees. Also Professor David Clutterbuck, one of the most know people about mentoring, believes the same and he says that a Program that train only mentors deliver less than half the benefits, on average, than those that train both participants. It´s important to train the mentee´s in f.ex how to use your mentor, and to start the personal development thinking…


Here are some of the reasons:

• Mentees’ often have little experience of mentoring and come with unrealistic expectations – for example, expecting to be sponsored. When those expectations aren’t met, they tend to be frustrated and blame the process (or the mentor)

• Mentees need to drive the process, for it to work properly. Without training, they often lack the confidence to be proactive in managing the relationship and/ or to inject sufficient positive challenge into the learning conversations

• Mentoring requires a relatively high level of dialogue, as opposed to discussion or debate.

Effective training provides the skills to engage in and sustain learning dialogue. Without this, conversations tend to focus on the shallow and on tactical issues, or on transfer of basic skills, rather than on developing insight and personal capability

• The techniques that effective mentors use are most effective when the mentee understands what is happening and is both comfortable with and able to cooperate with the process

• Briefings don’t work. People need time to discuss, reflect and practice their role and behaviours as a mentee, and to modify their expectations

• Research strongly associates mentee training with both mentors’ and mentees’ subsequent perception of relationship quality

• Mentees, who have not received training, tend to report feeling unsupported as programme participants. This in turn affects their commitment to the programme and the mentoring relationship

• Training helps mentees perceive the relationship from other perspectives – in particular, that of the organisation and their mentors

• Successful mentoring is strongly associated with a sense of relationship and programme purpose – that sense tends to be much weaker in relationships, where the mentee has not attended training

In environments, where mentors and mentees are from different cultural backgrounds, training is even more vital. Expectations about how the relationship should be conducted, where the boundaries are, what success will look like and so on are likely to be very different – so people need time and opportunity to reflect on these matters. (In a south-east Asian operation of an oil company, for example, expectations of expatriate mentors and indigenous mentees were almost total opposites.)


How much training is needed? 

Recommended good practice is at least one day initially, followed up by two or more opportunities over the year to explore how they are using the relationship and what they can do to help their mentor be more effective in helping them.


Read the original article here:

David Clutterbuck Partnership – No. 2 on The Best Mentoring Blog 2012 list

 He is regarded as a leading global authority on coaching and mentoring, and on Board behaviours. And one of the world´s most thought-

provoking and entertaining speakers and writers on management and human resources. He is an author of more than 50 books;

he brings a wealth of practical experience and leading edge research to developing leaders at the top.


Clutterbuck is a serial entrepreneur and frequent speaker around the world. He has co-founded a charity that uses mentoring approaches to support social inclusion of young people with learning difficulties and/or autistic spectrum disorders. Each year, he sets himself a major new challenge – for example, climbing Mount Clutterbuck, British Columbia, qualifying as a masseur and, last year, learning to be a stand-up comic.

To read more at David Clutterbuck Partnership blog, just click on the logo.