Mentoring is the first of four strands from Makers & Mentors - find out what it is, what you can expect and how you can get involved
Mentoring by Makers & Mentors is designed to help people make connections and grow skills across the full breadth of the construction and development sector.
Mount Anvil has set up the programme, which is supported by the Mayor of London, to make the construction and development industry more open and more diverse, as we believe in equality of opportunity, and that mentoring helps level this playing field.
The mentoring platform is for men and women over the age of 18 from all over the industry. From those working on sites, in architecture practices and in consultancies that want to grow their careers to those coming out of university hoping to find a way in – Mentoring by Makers & Mentors is for everyone.
Sound like something you'd benefit from?
Find out what expertise is available to start you on your mentoring journey
Good growth demands that we do more than just build homes, we need to cast the net wider, integrate with the community and give the step-up people need to build skills for their future.
Chief Executive Officer, Mount Anvil
Having a mentor is a brilliant way to help you focus on your future and the skills you're looking to develop by:
Enhancing your knowledge and skill development by leveraging someone elses experience
Supporting you to raise your aspirations, pin down your career goals and increase your motivation
Increasing your promotional prospects, through growing your confidence and self-awareness
Opening doors to networking opportunities
Through Makers & Mentors you’re able to take ownership of your personal development with the guidance, support and expertise of a mentor. To make sure your relationship with your mentor gets off to the best possible start, be sure to:
If this isn't quite what you're looking for, take a look at Annex 1 within the Makers & Mentors Terms & Conditions.
A great mentor draws on their own experiences and expertise to guide and support their mentee to help them realise their goals.
We think there are a few brilliant basics that will help foster a great mentor/mentee relationship:
Set expectations and boundaries - discuss how often you can both meet up/Zoom call and how you will keep in touch in between these touchpoints
Actively listen and powerfully question
Be openminded – try to avoid creating a ‘mini-me’
Enable and empower
Be sensitive to cultural differences and how these might impact the way their Mentee approaches things
Reflect on their own experiences
While being a mentor does requires a slim time commitment, it is potentially life-changing for the mentee. There's also plenty of ways it should help you, the mentor, grow:
Enhances your CV
Develops your own support, leadership, communication skill (learning by teaching)
Provides an opportunity for you to reflect on your own skills and knowledge and identify areas for development (and perhaps become a Mentee in the future)
Improves/enhances your own self-confidence
Increases your job satisfaction
Take a look in the Terms and Conditions Annex 1 for further information on the role of a mentor.
We believe there are four key steps to great, meaningful mentoring relationship:
1. Prepare – this is all about self assessment. What are your skills and what do you want to achieve?
2. Nurture – your relationship will take time to grow, ideally through setting clear goals and frameworks.
3. Explore – be curious about your goals, and what the next steps might look like. Try to focus on solutions where you can.
4. Close – be mindful to evaluate the goal and successes and reflect on next steps.
It may sound obvious - but investing quality time to get to know one another on a personal level can be a great way to start off a relationship
Strong bonds aren't built overnight - and it'll take time to build a close working relationship. Keep focussed and motivated on your goals
It can be really handy to 'mark the pitch': clarify expectations; objectives; goals; learning styles; meeting arrangements and so on
If you can successfully facilitate the sharing of experiences, knowledge and skills, both parties will benefit from one another's point of view
Being curious is a great way to learn - but remember to stay within the boundaries of what you've deemed is acceptable with your mentor/mentee
It's important to be clear about closing down the relationship - if one party is expecting the relationship to continue, it can lead to difficulties
There are several mentoring models you can follow to get the most out of your relationship. We've included below a couple of examples to help get your started.
Rembember, whichever model you choose, it's important to keep a note of the activities you complete together - including SMART objectives, what needs to be done to achieve the goal within a specific timeframe and the resources required to do so.
The GROW Model
The GROW model is a tried-and-tested personal development tool that aims to highlight an individual's potential through a series of conversations. First up is to invite self-assessment, followed by setting of clear goals. The model can help an individual’s awareness and also helps drives motivation and confidence.
Click here to see a short video that explain the GROW model
The OSKAR Model
The aim of the OSKAR model is to move the mentee’ focus away from problems and towards solutions. Some prefer this model it tends to be a little more practical or 'hands on' than the GROW model. It stands for 'Outcome', 'Scale', 'Know-how', 'Affirm + Action', and 'Review'.
Click here to see more about the OSKAR model
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