Mentor Mentoring Overview

Mentoring is a thoughtful and tactful educating approach that has wide application - from within the workplace to nurturing parent-children relationships at home. When used correctly, the Mentor and Mentee (learner) mutually benefit from the time together. 

Possibility Exists in Every Mentoring Arrangement
Because the Learning is Shared - a Win-Grow for All Involved

From There to Here 

The story of mentoring is timeless - it's been a way of educating since humans walked the earth.

Mentoring involves a person (the mentor) sharing insights from lived experience based on the questions asked by another (the mentee, learner, protege).

This perspective of mentoring is a starting point for understanding and appreciating all things mentoring. As with most human endeavours, there are variations you experience once you begin to mentor. 

A common story of the term Mentor is linked to a Greek story of Homer's son receiving support from Mentor, the son's primary educator while Homer was on his Odyssey. 

However, if you think about it ... even before the Greek story - a person was helping another person to learn from their lived experience like the do and don'ts of hunting, fishing, gardening, making clothes etc. While instruction was often the first edcuating approach used in learning these activities, it was mentoring (with the mentee asking questions of the mentor's lived experience) that deepen and enriched the mentee's filling the knowing-doing gaps. 

And so, the name/term "mentor" has been passed along over time to it's present day form. However, there are additional educating approaches like instructing that are linked to mentoring that are clouding the story. There are 10 educating approaches helpful to your knowing and practicing. The decision becomes which educating approaches you add to your circle of competence and which educating approaches you ask for help from others because of their circle of competence. 

To mentor is different than to coach ... while complementary, their practice and outcome, position the mentor and mentee in a different place than coach and coachee. You will learn more as you involve yourself with the International Mentoring Community

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I encourage you to read on - there is more to explore and discover, experience and practice ...

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At the core of the mentoring journey, whether for the mentor or the mentee is the phrase:

MAKE it so, so IT is!

Where MAKE is:


Where IT is


While Mentoring - serving as a Mentor - it's important to appreciate the mentee's primary path to learning. Is it via maps and diagrams, action and reflection, knowledge and concepts, or encouragement and appreciation. Because when you know the primary path, you can guide the mentee forward. Then, you can welcome the other action paths. All four are present!

Do the same for yourself  ... and appreciate how your pathway to learning may be different or the same - what happens for you as a mentor? Do you educate from your pathway or the mentee's pathway or a combination because you make both pathways known to each other?

The importance of #mentoring is to evolve the mentee because of their involvement. That is, the mentee can transition forward because of the combination of the movement and profitability assigned to the mentoring arrangement outcomes. @wellthlearning 

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International Mentoring Community 

In 2018, Dr. Stephen (or Stephen) connected with the co-founder of the International Mentoring Community (IMC) Doug Lawrence to create a community of significance to award Certificate of Competence - Mentor, and alternatively, Certificate of Achievement - Mentoring. In addition, they have/are creating the Mentoring Library dedicated to All Things Mentoring. Learn more about each of them and all of the programs they offer. 

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Dr. Stephen Hobbs
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Click on a Links below to learn more about what the International Mentoring Community has to offer YOU!

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Additional Programs Available from Dr. Stephen Hobbs

Dr. Stephen Hobbs 

To the right is Stephen's One Page Bio.

In his own words, "I'm born educator, and in all ways I'm an educator." More so, I'm a facilitative mentor rather than an instructive coach. He can use all four edcuating approaches. However, he leans into mentoring, and the others follow!

When you tap into Stephen's lived experience ... it's framed by working on 6 of 7 continents in about 34 different careers. Some of those careers encouraged higher, multi-disciplinary approaches to conversations and situations. He can see things from many different perspectives. Yet, he is keen to hear the mentee's perspective!

One-to-One Support in linking Mentoring and Leading - called Leader as Mentor 
Helpful for Workplace Situations ... the focus is on faciltiative mentoring re managing and leading. In addition, learn about instructive coaching for a full exposure to the 4 key educating approaches required by every manager-leader - no matter the organization type, size, or location. 

  • Support managers and leaders with experience to further their practice with thoughtfullness and tactfulness 
  • Use evidence-based learning and experience-based edcuating
  • Add conversation and support to your Mentoring LogBook when applying for the Certificate of Competence - Mentor

5 Hours = $997 CAN

Use my Calendar Booking Form for a 29-minute call

Follow Dr. Stephen Hobbs' research on Mentoring. 

Use hermeneutic phenomenology - personal narrative tools, techniques, and technologies to explore and discover the essence of mentoring from a lived experience perspective. 

Watch videos of Dr. Hobbs interviewing mentors about their ups and downs, inside and outside moves, and backward and forward experience's of mentoring. They will be posted here.

Also, there will be opportunities to assit with the research. If you are looking for a research topic for your Masters and PHD requirements, use the purple button (to the right) to send me a message. 

More here ... 

Use our Contact Form to

Use my Calendar Booking Form for a 29-minute call

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Additional Programs Available from Doug Lawrence

Doug Lawrence is the founder of TalentC® and Co-founder of the International Mentor Community. 

Doug leads organizations to experience the benefits how mentoring will encourage workforce culture to flow in harmony (mentors), improve productivity from employees (mentees), reducing costly employee onboarding improving the bottom line (organizations).

Doug is an International Certified Mentor Practitioner (ICMP), an International Certified Mentor Facilitator (ICMF), and has obtained his Certificate of Achievement – Mentoring and his Certificate of Competence – Mentor from the International Mentoring Community (IMC). 

Doug’s Practice of Mentoring has resulted in his accumulation of 1,950 hours of mentoring (in person and virtual), 197 hours of speaking opportunities and 672 hours teaching others how to effectively mentor.

Doug is a volunteer mentor with the Sir Richard Branson Entrepreneur Program in the Caribbean and with the American Corporate Partners in the United States working with military personnel in their transition from military life to civilian life. Doug is currently working with researchers to examine the role of mentoring as a support for those struggling with Post Traumatic Stress Disorder (PTSD). His experience in law enforcement coupled with working with people suffering from PTSD has afforded him a unique view of mentoring and PTSD.

Doug is an international speaker and author about all facets of Mentoring. He published “The Gift of Mentoring” in 2014 with his second book set to publish in 2020. 

Doug works with organizations to establish mentoring programs, influence mentoring as a culture, and provides one-on-one direct mentoring for individuals of all backgrounds and levels globally.  

Contact Doug directly to discover how mentoring can improve your organization. 

In addition, he offers:

  1. Leadership Mentoring – one on one or virtual

    1. Provides new leaders with leadership tools in their pursuit of excellence as a leader

    2. Enhances current leaders to be more effective in the workplace as a leader

  2. Mentoring vs Termination

    1. Work with employees that may be terminated if there is not a behaviour change 

    2. Typical engagement is 5 sessions – one on one with employee

  3. Culture Assessment

    1. The assessment is done to determine mentor readiness of the organization

    2. Typically involves a random sample of employees

  4. Mentor/Mentee training

  5. Workplace Mentoring program implementation

  6. Speaking engagements – all things mentoring

  7. Mentoring Circle 

    1. Facilitating Mentoring Circles for organizations

    2. Training facilitators on implementing and conducting Mentoring Circles

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If you have a question - a comment - a great idea for the International Mentoring Community - Dr. Stephen Hobbs
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