Every great career has someone behind it.
Six months that turn your experienced people into the ones your talent stays for. Designed by an EMCC-accredited practitioner. Built for the people who are already doing it - badly, brilliantly, or by accident.
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TRUSTED BY: THE NED, CLERMONT HOTEL GROUP, FULHAM SHORE
Mentoring is the most powerful development you're not training for.
Every business wants a supportive culture. Very few give their managers what they need to build one.
Mentoring is the rare initiative that costs almost nothing and changes almost everything. It develops two people at once. It moves knowledge sideways instead of down. It's the thing people still talk about years after they've left.
Whether you have a mentoring programme (or even thought about one at all) what's usually missing in cultural change isn't commitment. It's capability. And the confidence to execute.
Mentoring is often the forgotten skill in the managerial toolkit, including the most senior ones. It's natural that they're working from instinct and from whatever was modelled to them, rather than a frameworks. So 10 managers end up with 10 different definitions of what mentoring even is.
Nothing goes visibly wrong. The conversations are pleasant. They just don't change anything, for good.
What's actually missing:
CONFIDENCE
Experienced people who are genuinely unsure whether they're doing it right, so they default to telling or showing rather than asking.
A COMMON LANGUAGE
No shared definition of 'good'. Nothing to hold anyone to, and no way to tell a valuable conversation from a nice one.
PRACTICE
Mentoring is a skill, and skills need repetition with feedback. Reading about it has never made anyone good at it.
DEVELOPMENT THAT ISN'T ANOTHER LEADERSHIP COURSE
Your best people have sat through the same training modules three times. They want something that invests in who they're becoming.
So we built the training that doesn't exist.
There's plenty of development for people being mentored. Almost none for the people doing the mentoring.
Becoming; a Mentor is a six-month programme that develops the mentor, not the mentee. It's designed for mid to senior people who others already come to, whether or not they have a formal mentee, and whether or not you have a scheme in place.
It doesn't teach one correct style of mentoring. It helps every participant discover their own mentoring signature. Grounded in the EMCC Core Competencies, strengthened through the Becoming Mentor Behaviours, and developed through repeated practice and reflection.
Confidence isn't a feeling. It's evidence.
One skill at a time, practised until it's theirs. By month six your people don't feel more confident - they have six months of proof.
Sixteen hours across six months
Less than an hour a fortnight. Built for people who can't leave the operation.
Two in-person sessions
A kick off and a celebration. The cohort answers the same questions at both, and sees the difference.
Eight self-directed modules
Short and practical, taken in their own time. One skill each, with the reason it matters.
Four live facilitated reflection sessions
One hour, online, led by Robyn. Real practice with real accountability.
What changes in six months?
The same people, the same jobs, having completely different conversations.
And nothing here is 'personality'. All of it is practiced.
Before:
- Mentors give advice, because it's faster
- Conversations feel good but change nothing
- "Mentoring" means something different to everyone
- Difficult feedback gets softened or avoided
- Senior people are the bottleneck for every decision
- Nobody can evidence whether it worked
After:
- Mentors ask, and people think for themselves
- Conversations end with a decision, not a nod
- One shared language across the whole cohort
- Honest conversations happen without damage
- Capability is spread, not hoarded
- Documented before-and-after evidence for every participant
The Modules:
Eight modules. One skill at a time.
People don't get confident by consuming information. They get confident by repeatedly succeeding at one thing.
The Kick Off
Before any content, participants map the person who made the biggest difference to their own career and discover they've just described great mentoring. They leave with a mentoring identity, a confidence score, and a sealed envelope containing what they want to be able to say in six months' time.
01 · Start It Properly
Contracting, expectations, boundaries and confidentiality. Opening a mentoring relationship without the awkward first ten minutes.
02 · Curious Before Certain
Trust, active listening, psychological safety and the deliberate use of silence.
03 · Your Mentoring Signature
Strengths, values, bias and default behaviours. What you naturally bring, and what to watch for.
04 · Ask, Don't Answer
Powerful questions, challenging with care, reframing, and adapting to how each person learns.
05 · From Talk To Traction
Goal setting, accountability, re-contracting, and restarting someone who has stalled.
06 · Right Tool, Right Time
Which model to use, when to use it, when to put it down, and how to adapt it to the person in front of you.
07 · Proof, Not Perfection
Reviewing conversations, measuring growth, and building an evidence base for your own capability.
08 · Keep Becoming
Self-review against the competencies, a personal development plan, and the mindset that this is a starting point.
The Celebration
The same questions, asked again. Participants see their own movement, the cohort's movement, and open the envelope they wrote on day one.
Each module ends with the same two questions: What did I learn about myself, and how will I use this with my mentee?
Built on a recognised standard, not opinion.
The EMCC competencies tell mentors what good mentoring requires. The Becoming Behaviours show how good mentors consistently show up.
Designed and delivered by Robyn Filep, EMCC Accredited practitioner, MSc Applied Positive Psychology & Coaching Psychology and Co-Founder of Becoming.
Every module traces back to the EMCC framework and to positive psychology research on how confidence is actually built, through accumulated evidence of succeeding, not through motivation.
Robyn facilitates every live session herself. You're not buying a licensed curriculum delivered by an associate.
The EMCC Core Competencies
The European Mentoring and Coaching Council's eight competency framework. It gives your business a defensible standard rather than a view of what's 'good'.
The Becoming Mentor Behaviours
Our layer on top. The competencies describe what's required; the behaviours describe how it actually looks in a real conversation on a real Tuesday.
What you get back:
Confidence isn't a feeling, it's evidence. That's the design principle - and it's what makes this reportable rather than anecdotal.
Data you can put in a board pack
Every participant scores themselves against seventeen mentoring capabilities at kick off and repeats the identical assessment at the end. You get the movement, per capability, across the cohort.
A cohort, not fifteen individuals
Everyone leaves with the same language and the same standard. That's the difference between a mentoring culture and fifteen people who each got a bit better.
Capability that compounds
Every mentor you develop goes on to develop others. The return doesn't stop when the programme does.
Development that people actually want
Not another leadership course they've sat through twice. An investment in who they're becoming — which is what the people you're trying to keep are asking for.
A workbook they keep
Every reflection, score and framework in one place. It's the record of their development, and the thing they'll still have on their desk a year later.
Six months. Sixteen hours. Seventeen data points. One capability your business keeps.
Enquire now about Becoming; a Mentor
Ready to explore this with your teams?