A guide on the principles to developing an easy, non intrusive mentoring framework, with a user friendly template, as an example, that can be adapted or borrowed for use.

1. A Framework for Mentoring
Entrepreneurs.
Basic Principles & Example
By: Ms. Funmi Ade. MPhil, FIC.

2. Enterprise Mentoring: Background
This short presentation, is a quick guide &
example of a framework for organizations
engaged in business mentoring.
It outlines a template for delivery, training
& monitoring business mentoring but can
be adapted for most types of adult
mentoring.

3. Basic Principles
• Clear Communication
• Scope & Boundaries
• Relaxed & voluntary
• Objective & Goals
• Agreement & Commitment
• Mutual Respect & Willingness.
• Training & Awareness
• Outcomes
Basic Principles
Scope &
Boundaries
Objective &
Goals
Clear
Communication
Relaxed &
Voluntary
Mutual Respect
& Willingness
Outcomes
Agreement &
Commitment
Training &
Awareness

4. Mentor Details
Mentor Name
Profile ( a short summary; include mentoring and
general experience, highest qualification)
Location or Address (for mentoring purposes)
Telephone
Email
Mentor Personal Message:
Clear Communication (a)

5. Mentee Details
Company Name
Profile
Location/ Address
Telephone
Email
Named Contact/s
Mentee Personal Message:
Clear Communication (b)

6. Mentoring Details
Mentoring Aim (no more than 50 words)
Mentoring Objective (no more than 75 words)
Agreed Start Date
Agreed End Date
Hours/Days to be Deployed
Mentoring Methods (list all)
Sign & Date
Mentor
Mentee
Organization
Agreement & Commitment

7. Discussion/Activity 1 Completion Date Person/s
Responsible
Anticipated Outcome (mentor
& mentee initial each activity &
outcome)
As many activities as needed
Activity 2 Completion Date Person/s
Responsible
Anticipated Outcome
Mutual Respect & Willingness

8. 1.How much has your knowledge increased in the topics
under review
Outcomes should match activities
80-
100%
61-79% 50-
60%
40- 49% Below 40%
2.How much has your knowledge increased in the topics
under review
3.How much has your knowledge increased in the topics
under review
4.How much has your knowledge increased in the topics
under review
Outcomes (a)

9. How useful did you find to
Activity 1
(Date)
Excellent Very useful useful Not very useful Not at all
useful
How useful did you find
Activity 2
How useful did you find
Activity 3
How useful did you find
Activity 4
Or Outcomes (b)

10. Ground Rules: Mentors
Confidentiality: Must treat all information, discussion and activities confidential
Progress Reports: Mentors to keep Organization (named contact) informed within …..days)
after each meeting, with Mentee. This will consist of no more than a 2- 3 sentences, to keep
Open Accelerator up- to- date with progress.
Problems: Mentoring is a relationship building development tool, based on mutual trust.
Discuss any perceived relationship problems with the mentee first and seek resolution. Failing
this, any difficulties, or issues arising from the programme, the relationship with the Mentee
or lapses that could affect the outcomes or objects, should be notified by telephone, email or
face- to face meeting as quickly as possible.
Changes: Changes to the agreed activity plan maybe made with the Mentee and
communicated within 1 week of the said change, for management purposes. This need not be
more than a sentence.
Cancellations: If for any reason the Mentor is unable to make it to an arranged meeting,
whether by phone, Skype or face -to- face, the Mentee must be notified as soon as possible.
Scope & Boundaries (a)

11. Ground Rules: Mentees
Problems: Mentoring is a relationship building, development tool. Discuss any perceived relationship
problems with the Mentor, first and seek resolution. Failing this, any difficulties, or issues arising from
the programme, the relationship with the Mentor, or lapses that could affect the outcomes or objects,
should be notified by telephone, email or face- to face meeting as quickly as possible
Changes: Changes to the agreed activity plan maybe made with the Mentor
Cancellations: If for any reason the Mentee is unable to make an arranged meeting, whether by phone,
Skype or face -to- face, the Mentee and/or Open A must be notified as soon as possible.
You are required to sign Activity Sheets and provide quick feedback to enable xxxxxxxxxxx provide an
excellent service to you (Mentee).
Scope & Boundaries (b)

12. The Mentor’s Role:
Mentors act as a support mechanism for mentees to discuss perceived
problems, barriers or challenges.
The Mentor will often bring their knowledge, insight and experience into
activities, by discussing methods, solutions and signposting, to enable the
Mentee arrive at their own decisions about the best method of action needed
to arrive at a defined goal.
The Mentor’s role is non – directional, in other words, the role does not consist
of hard advice, opinion, or the provision of solutions.
Xxxxxxxx (adapt) sees mentoring as a human and organizational development
tool to facilitate reflective thinking, improve performance and achieve results,
with the guidance of individuals that are trained or experienced in doing so.
They often come from business backgrounds to enable an understanding of
the challenges facing Mentees
Training & Awareness

13. Scope of Support
• For the purposes of (xxxxxx programme name) a definition of mentoring has been developed
to help mentors and mentees understand their role and responsibilities.
• Open Accelerator sees mentoring as a human and organizational development tool to
facilitate reflective thinking, improve performance and achieve results, with the guidance of
individuals that are trained or experienced in doing so. They often come from business
backgrounds to enable an understanding of the challenges facing mentees
• The Mentor may act as a sounding board, sparring partner to challenge the Mentee into
“thinking outside the box”.
• Mentors act as a support mechanism for mentees to discuss perceived problems, barriers or
challenges, with the aim of achieving clarity of purpose.
• The Mentor will often bring their knowledge, insight and experience into activities, by
discussing methods, solutions and signposting, to enable the Mentee arrive at their own
decisions about the best method of action, needed to arrive at a defined goal.
Clear Communication (a)

14. • Mentors require excellent listening skills, communication skills, relationship building skills, respect and
understanding of the Mentee.
• The mentor uses positive language always, to help build the confidence and trust of the Mentee.
• A Mentor achieves a result/s when the Mentor is able to help steer the mentoring programme, with the full
commitment of the Mentee, to achieve outcomes that are tangible and measurable.
Outside Scope of Support
1. Personal/ private advice and discussion
2. Telling the Mentee “what to do”
3. Promoting or marketing their own business, skills or professionalism
4. Canvassing for business, for self or others
5. Conducting work on behalf of Mentee.
• The Mentor’s role is non – directional, in other words, the role does not consist of hard advice,
opinion or the provision of solutions.
• Using open questions is a good way to generate productive discussion and get the mentee
thinking outside the box
Clear Communication (b)

15. Presentation by Ms. Funmi Ade
All rights reserved. March 2017.
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