Mentoring Survey
The Mentoring Review Workgroup proposed a new definition for Mentoring which was approved and well received by the community.

This definition is: “Mentoring is a learning relationship, involving the sharing of skills, knowledge, and expertise between a mentor and mentee through developmental conversations, experience sharing, and role modelling. The relationship may cover a wide variety of contexts and is an inclusive two-way partnership for mutual learning that values differences” (More info https://www.emccglobal.org/leadership-development/leadership-development-mentoring/).

Following this effort, the Mentoring Review Workgroup is continuing the clarification process to define Mentoring, the Competencies, and the Capability Indicators of the Competency Framework.

We are now inviting EMCC members to complete the following questionnaire. It is a simplified research approach (3 minutes to complete), with an objective of hearing the community voice.

The purpose of this survey is to explore how members regard two Mentoring Competencies, which resulted from the analysis of the results of the Mentoring-related Survey of members in March 2019. These proposals are additional to the current EMCC Competency Framework.

1)  Being a role model:
Being intentional and conscious that one’s own unique behaviour, style, experiences, choices, successes and vulnerabilities may have a considerable impact on a mentee’s own life and career choices, reflections and thinking. Doing so by demonstrating authenticity and humility, and recognizing it is a two-way learning synergy and journey.


2)  Using my professional experience:
Professional Experience includes Professional Savvy, Professional Acumen, Wisdom etc. It incorporates understanding about the Mentee’s own context and thinking and appropriately sharing one’s own wisdom, knowledge, and experiences. This might include sharing how to succeed in a particular eco-system, and everything impacting that system such as unconscious elements, culture, inter-connections, unwritten rules, and power dynamics.

Email *
How do you self-identify? *
What proportion of your time approximately do you spend coaching or mentoring?  Please exclude any work that is neither mentoring or coaching. *
What qualification(s) do you hold? *
What is your main role? Choose one role that best suits you. *
In what country are you based? *
I am familiar with the new EMCC Mentoring definition. *
If you are unfamiliar with the new EMCC Mentoring definition, please refer to the EMCC Mentoring page here https://www.emccglobal.org/leadership-development/leadership-development-mentoring/
The new Mentoring definition differentiates clearly between Mentoring and Coaching.  (I am familiar with the new Mentoring definition) *
It is useful to clearly differentiate between the competencies of a Mentor and those of a Coach. *
It is useful to provide specific Competencies for the role of Mentor. *
I agree to introducing a new Mentoring Competency (derived from the new definition): Being a Role Model. *
I agree to introducing a new Mentoring Competency (derived from the new definition): Use of One’s Professional Experience. *
Please, add any other comments
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