Department of Social Protection September 2021

WPEP MentoringToolkit

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Table of Contents

Welcome 3

What is Mentoring 4

BenefitsofMentoringintheWorkplace 5

Mentor - Role & Skill Set 6

Mentee - Role & Skill Set 8

Coaching & Mentoring - Key Differences 10

Managing the Mentoring Relationship 12

TheMentoringAgreement 12

TheMentoringRelationship 14

Rules of Engagement 16 GettingStarted-PreparingfortheFirstMentoring

Meeting 16

TheFirstMeeting 17

TheSecondMeeting 20

FollowonMeetings 20

PreparingtoendtheMentoringProcess 21

ExitPlan 22

Appendix 1-MentorSkills-BestPractice 24

Appendix 2-UsefulMentoringQuestions 26

MentorQuestions 26

MenteeQuestions 28

Appendix 3-UsefulLinks 30

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Glossary of Terms:

WPEP: WorkPlacementExperienceProgramme

Host: HostOrganisation

Mentee: WPEPParticipant

Mentor: HostCompanyappointedMentor

ETB: EducationandTrainingBoard

DSP: DepartmentofSocialProtection

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Welcome to the WPEP Mentoring Toolkit

ThismentoringtoolkitprovidesaguideforhostsandmentorsonhowtoapproachparticipationontheWorkPlacementExperienceprogramme.Werecommendyoureadthroughitbeforethefirstmentor/menteemeetingandreferenceitasoftenasyouwish.Wehopeitcanhelpyouworkthroughthementoringrelationshipinastructuredandeffectivemanner.

Thetoolkitisdesignedtoassistthementortobuildtheirownmentoringskillsandimplementtheprocessofbuildingasupportive,structuredanddirectiverelationshipwiththementee.Wehopethecontentofthisguidewillprovideyouwiththeinformationandadvicetoputarobustplaninplace.

Thepurposeofamentoristohelpmenteesexcelintheircareerandbecomethebestversionofthemselves.Thisincludeshelpingthemtoidentifyandachievegoals,introducingnewwaysofthinking,challenginglimitingassumptions,teachinglifelessons,andmuchmore.

ToensurethementorisawareofhowtoimplementthementoringprocessashorthalfdayETBMentorWorkshopwillbeavailableforyoutoaccess.InformationandregistrationdetailswillbeissuedtohostorganisationsatthecommencementoftheWorkPlacementExperienceProgramme(WPEP)andfurtherdetailsarealsoavailableonhttps://www.gov.ie/en/publication/98f23-operational-guidelines-work-placement-experience-programme/

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What is Mentoring?

Mentoringistheinfluence,guidance,ordirectiongivenbyamentor.Inanorganisationalsetting,amentorinfluencesthepersonalandprofessionalgrowthofamentee.

Mentoringispartofadevelopmentalsystemthatincludes:

• Formaltrainingandeducation

• On-thejobtraining

• Experientialdevelopment

• Researchanddiscovery

Amentorisdifferentfromalinemanagerinthattheywillnothavedirectresponsibilityforthementee’sworkperformancebuttheywillberesponsibleforencouragingthementeetoworktowardstheirownindividualobjectivesandbeamotivatingguideforthementeeontheirjourney.Mentoringisthereforeaninvaluableprocesstoenhancetheperson’spersonalandprofessionalfuture.

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Benefits of a Mentor in the Workplace

Assigningamentorcanensureboththehostandtheparticipantgetthemostoutoftheworkplacementexperience.

Thementoractsasa“buddy”andwillbededicatedtoprovidingtheworkplacementparticipantwithfullsupportandguidance.Theestablishmentofthissupportsystemwillaidinthe settling-inperiodandprovideongoingfeedbackoverthedurationoftheplacement.

Theworkplacementorisadistinctandseparateroleandisakeyelementinaworkexperienceplacement.Thementorisinadditiontoandcomplimentstheroleoftheworkplacesupervisor.Ideallyamentorwillbeanexperiencedandtrustedemployee.

ORGANISATION• Increase engagement levels• Streamline communication• Building talent pipeline• Reduced cost of hiring

MENTOR• Grooming of future leaders• Self growth• Understanding of organisational pulse• Increased networking

MENTEE• Navigates better on organisations vision• Understands role and expectations• Develops critical thinking skills• Help in process and product

HR TEAM• One point of contact• Administrative support• Saving of executive time• Report & measurement available for use

Mentoring Impact

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Mentor - Role and Skill Set of a Mentor

Theroleofthementorintheworkplaceistoestablishapartnershipwithmenteesforthepurposesoflearningandgrowth.Mentorssupportformenteesprovidesopportunitiestoidentifygoals,accessappropriatetraininganddevelopment,coachingandencouragingperformanceandinspiringmenteestoprogresstheircareers.

Theroleofamentoristo:

• Enhancethementeeworkplaceexperience,

• Setupandmanageamentoringagreement,

• Developstrategiestodealwithchallenges,

• Providecompanyknowledge,

• Providestructuredconfidentialmeetingsto:-

o discussgoals,

o reviewprogress,

o identifydevelopmentopportunitiesand

o workthroughissues

• Encourageworkplaceandpersonaldevelopment,

• Relatetothementeethroughtheirownexperienceandcareer.

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Theidealskillsetofamentoris:

• Relevantexpertiseandknowledgeofthejobandtheorganisation,

• Enthusiasmforsharingtheirexpertise,

• Berespectfulandapproachable,

• Bevigilantandnoticeanychangesinmenteesattitude,attendanceorcommitment(bothpositiveandnegative),

• Treatrelationshipandmeetingsinconfidence,

• Eagernesstodevotetimeandenergytomentee,

• Theabilitytoprovidehonestanddirectfeedback,

• Taketimetoreflectandlistenwithempathy,

• Willingnesstobethe“GotoPerson”.

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Mentee - Role and Skill Set of a Mentee

Amenteeisapersonwhoengagesinarelationshipwithamentorforsupports,adviceandtraining.Thisroletoensurelearninggoalsandmeasuresofsuccessforthementoringrelationshipareidentifiedandwillrequirethementeetobeopentoandseekfeedback,takeanactiveroleintheirownlearningandhelpdrivetheprocess,toscheduleandattendmentormeetings,tofollowthroughonanyactions/commitments,tomeetchallengesastheytestbarriersandinfluencebehaviourinsupportofcareeranddevelopmentgoals.Mentee’sattitudeiscentraltothesuccessofthementoringprocess.

Themainelementsthatmenteesshouldbringtotheirmentor/menteerelationshipsare:

• Awillingnesstobementored,

• Adesiretolearnandbeforwardthinking,

• Aninterestindevelopingtheirworkplaceskills,

• Apositiveattitudeand,

• Receptivetobeingdirectedandadvised.

Amenteeensuresthey:-

• Aremotivatedtomakethementoringrelationshipandprocesssucceed,

• Havegoodtimemanagementandtimekeeping,committingenoughtimetomakementoringworthwhile,

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• Showapositiveattitudetothementor,workplacementandcolleagues,

• Berespectfultothementorandtheprocess,

• Demonstratewillingnesstolearnanddeveloptheirskillsintheworkplacetoachieveapositiveoutcome,

• Behonestwiththementorabouttheirperformanceandprogression,

• Strivestobeaclearcommunicator,

• Haveconfidenceinthementorandtheprocess.

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Coaching and Mentoring – Key differences

What is Coaching?

Workplacecoachingistheprocessofequippingpeoplewiththetools,knowledge,andopportunitiestheyneedtofullydevelopthemselvestobeeffectiveintheircommitmenttothemselves,thecompany,andtheirwork.

Thefocusofacoachisondevelopinganindividualtobecometheir“bestself”andtocontributetheir“bestfit”andtalents.Thisisaprocesswhichpromotesashiftinthinkingandbehaviour.

Coachingencouragesresilienceforboththeemployeeandtheorganisationandisalsoaworkplacesupporttodevelopskills,processesandknowledge.

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Difference between Coaching & MentoringCoaching Mentoring

• Inputbasedonprofessionalskillsandtraining

• Increasesperformance

• Addressesspecific,stipulatedneeds

• Designedprogramme

• Coachpromotesskillsdevelopment,attitudeschange

• Directedandguidedbythecoach,asappropriate

• Preparationtimerequiredbycoach

• Coachresponsibleforoutcomes

• Feedbackdelivered

• Tripartitecontractifcorporatesponsorship

• Supportworkoutsidesessionbycoach

• Inputbasedonexperience

• Increasesmaturityandunderstandingnotskills

• Menteesetsgoals

• Menteeresponsibleforoutcomes

• Basedonrelationshipbuilding

• Nopreparationformentor

• Tripartitecontractmightbenecessaryifcorporatesponsorship(limitedtofeedbackonneutralinformationsuchasattendance,timekeepingetc.)

• Noformalassessmentattheendoftheprocess

• Noformalfeedback

• Nosupportworkoutsidesession

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Managing the Mentoring Relationship

The Mentoring Agreement

Amentoringagreementisareferencedocumentwherementorandmenteestateandagreetheircommitmentsduringtheperiodtheyworktogether.

Thementoringagreementenrichesthementor-menteerelationshipbysetting:

Clear Expectations

Structured & Honest Communication

Goals and Deadlines

Confidentiality

Keyelementsofamentoringagreement:

• Thementee’slearningrequirementsanddevelopmentgoalsareidentified,

• Waysthementeewillbeheldaccountablefortheirdevelopment(bothbythementorandthemselves),

• Areasoftherelationshipthatthementeeand/ormentorwanttoremainconfidential,

• Thefrequencyandascheduleformeetings,

• Waysforboththementeeandmentortomonitorprogress.

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Sample Mentoring Agreement

Manycompaniesandorganisationshaveanestablishedmentoringagreementtemplate.Asampleagreementisdetailedbelowforillustrationpurposesonly.

Mentoring Agreement Form

(Tobecompletedbythementorandmenteetogether)

People involved in the mentoring process:

Overall Goals for the mentoring process:

In this mentoring relationship, accountability will be determined by:

In this mentoring relationship, progress toward the overall goals will be measured by:

What is the duration of the relationship?

How will you know when the relationship is at a natural end point?

Ideal schedule for the mentoring meetings (day, time, place, frequency, etc.)?

Signatures of parties involved:

Date:

• Soft/onlineversion:DownloadaSampleMentoringAgreementform

• Asamplementoringagreementformisavailablefordownloadviathementoringtoolkitatwww.gov.ie/wpep

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The Mentoring Relationship

Todevelopasuccessfulmentoringpartnership,therelationshipmustinclude:

Trust and respect

Commitment

Confidentiality

Ongoing and effective communication

Asuccessfulmentoringrelationshipisaprocessoftwo-waylearningthatis‘person-centred’andsteeredbythementee.

Mentor

Both

Mentee

Offerssupport,hasrelevantknowledge, challengesthementee

Trustandrespect,commitment,on-goingandeffectivecommunication,two-waylearning,developskillsandunderstanding,shareideasandfeedback,problemsolving,findtheexperiencerewarding.

Takesresponsibility,demonstratesgoodtimemanagement,preparesformeetingsandkeepsupmomentum,keepstherelationshipontracktoachievegoals,sharesanyconcernsorexpectationsopenly,showsenthusiasmandisproactive.

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Confidentiality

Topicsdiscussedbymentorsandmenteesmaybepersonalopinionsorofasensitiveorcontroversialnature,thereforestrictconfidentialitymustbemaintainedbetweenmentorsandmentees.

BysigningtheMentoringProgrammeAgreement,thementorandmenteeagreetomaintainconfidentiality.

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Rules of Engagement

Getting Started - Preparing for & Structuring the First Mentor Meeting

Mentee

Preparingforthefirstmeetingisextremelyimportantespeciallyforthementee.Itisgoodpracticeforthementeestotaketheleadroleandsuggestanoutlinemeetingplanforengagementswiththementor,setagenda,takenotesofactionsandcirculatetomentorafterthemeetings.ToinitiatetheengagementsthementeeshouldbringtheircurrentCVandotherrelevantinformationtothefirstmeeting.Thiswillprovideaplatformtocommencecommunicationandrelationshipbuilding.

Mentor

Mentorsandmenteesshouldworktogethertoensuremeetingsareproductive.Butthegeneralexpectationisforthementortosupportandguidethementeethroughthementoringprocess.

Mentoring First Meeting

Settingastructuredandtargetedagendaisimportanttoasuccessfulinitialengagementandtosetthetoneforfuturemeetings.Theagendashouldfocusondevelopingadiscussionaroundthementee’sgoalsandhistory.Thementorshoulddiscussbothpartiesexpectationsforenteringthementoringrelationship.

Inadvanceofthefirstmeetingthementorshouldfamiliarisethemselveswiththementeesworkposition,dutiesandrequiredskillleveltobecomefullycompetentintheworkplace.

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First Meeting:thefirstmentormeetingagendashouldataminimumincludethefollowingitems:

1. Introduction:learnabouteachother,discusspersonalandprofessionalhistory,lookforcommonground.(Building rapport)

2. Identifyskill-relatedimmediateneeds,careerandgoalaspirations,companyrelatedinformation.(Discuss around mentoring topics)

3. Discussexpectationsfromtherelationshipandthementoringprocess,developaregularmeetingschedule,commenceidentificationofthementee’spersonallearningplanandsettinginitialgoals.(Set initial expectations)

4. Schedule next meeting (date and time)concludemeetingbyschedulingthenextone.

5. Followingthemeeting,thementeeshouldissueanotewithagreedactions,date/timeanditemsforthenextmeeting.

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First Meeting Agenda Template:

(SampleAgendaforthefirstmeetingopposite.Pleasenoteapproximatetimesareforreferenceonly.Dependingontheconversationeachsectionmaytakemoreorlesstime)

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Agenda Mentees MentorsIntroduction and CV exchange (approximately 15 min)

Shareyourpreviousworkexperiencesandlearningbackground.

Shareyourexperiences,especiallythoserelevanttoyourmentee’sexperiencesandaspirations

Review goals /objectives (approximately 15 min)

Sharegoalsforyourworkdevelopmentandmentoringrelationship.

Reflectonwhichgoalsyou’rebestpositionedtoassistwith,andinwhichways.Letyourmenteeknowwhatyoucannothelpwithandpointthemtowardsalternativeresources.

Refine goals and objectives. Develop strategies (approximately 15 min)

Discusswithyourmentorwhichgoalsyoucanworktowardstogether,andtherequiredfirststeps.Determinethefocusofyournextmeeting.

Withyourmentee,chooseprioritygoalsandfirststeps.

Establish meeting times (approximately 10 min)

Discusstimes,dates,andplacesformeetings.

Plantomeetfor60minutes,atleastonceamonth.(Minimum6timesduringtheWPEPplacement).Discusswithmenteeyourpreferencesforbetween-meetingcontact(email,officevisits,etc)aswellasyouravailability.Askthemabouttheirconstraints;donotassumethattheydonothavepreferences

Wrap up (approximately 5 min)

Expressappreciation.Thankyourmentorforhisorhertimeandeffort.Recapwhatyou’llbedoingtofollowup,andwhatyou’llbediscussingatyournextmeeting.

Reviewactionsagreedandconfirmanycommitmentsyou’vemadetoyourmentee.

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Second Meeting:

• Inadvanceofthemeetingthementeeshouldissueanagreedagendaalongwithnotesfromthepreviousmeeting,

• Structuredintheagreedformatduringthefirstmeetingthementeewillprovide:

ൡ anupdateonoutstandingactionsfromthepreviousmeeting,

ൡ exploreanddiscussfurtherneedstoachieveagreedgoalsanddevelopmentrequirements.

• Menteemusttrackandreviewprogress,provideupdateonanyoutstandingissuesandencouragecontinuedengagement.

Follow on meetings the mentee/mentor should jointly: -

1. Reviewagendaitems.

2. Preparefeedbackforactionsfrompreviousmeeting.Noteissuesfordiscussioninrankofimportance.

3. Trackprogressintheworkplaceandidentifyemerginggapsinskills.

4. Showinterestandcommitmentintheworkplacementandself-development.

5. Identifykeyadditionalactionsforthelearnerplanandexplainwhy.

6. Keepallgoalsrealisticandachievable.

7. Discussanychallengesandplanthewayforward.

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MakesuretoscheduleregularmeetingstomonitorprogressandmakesureWPEPdocumentsarebeingupdated.

Preparing to end the Mentoring Process

Itisimportanttoconsiderhowthementoringrelationshipwillend.Aformalfinalreviewmeetingshouldbeorganisedwithbothpartiesoutliningthereasonforthemeetingandthedateforendingtherelationship.

Duringthemeetingitisusefulandgoodpracticeforthementorandmenteetojointlyrevisittheoriginalgoalsandobjectivesandcomparethemwithactualoutcomes.Thisallowsbothpartiestoreviewwhatprogresshasbeenmade,toacknowledgewhathasbeenachievedandtaketimetoevaluatethelessonslearned.

Whenanenddatehasbeenidentified,thementorandmenteeshouldfollowthisthreestepplan:

1. Evaluate your progress.Menteeshouldthinkaboutthegoalssetandtheprogressmade.Askthementortodothesamesothatameetingcanbearrangedtodiscuss.Questionssuchas“Didyoumeetyourdevelopmentgoalsthatyouestablishedatthebeginningofthementoring?”

2. Get feedback.Mentorandmenteemeettocomparenotes.Checkifthementor’sfeedbackalignswithmenteesownself-evaluationoftheprogressmade.Questionssuchas:Whatsurprisedyou?Whatdidyouexpecttohear?

3. Plan next steps.Mentorshoulddevelopanexitplanwithmenteeduringthefinalmeeting.Mentorshouldaskquestionssuchas-Didyoumeetyourgoals?Doyoufeelconfidentinendingthisrelationship?Doyouneedtoadjusttheoriginalgoalsandobjectivesgiventhefeedback

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Exit Plan-Whendevelopinganexitplanthementorandmenteeshould:

• Revieworiginalgoalsandobjectives,

• ReviewallrecordsontheWPEPPersonalLearningPlan,

• Reviewskillsdevelopedandprogressintheworkplace,

• Notequalificationsachievedandotherlearningoutcomes,

• Takenoteoftheprogress-mentor/menteeshouldidentifythenextstepsinrelationto:

ൡ Changestoworkpreferences,

ൡ Futureskilldevelopment,

ൡ ReviewCVupdates,

ൡ Wherepossiblearrangeamockinterview,

ൡ Nextstepsontheemploymentladder.

Finally:

Bringingclosureisreallyafurtheropportunityforgrowthonthepartofbothmentor/mentee.Fromamenteeperspective,it’sanopportunitytoreviewwithyourtrustedmentortheareasofgrowththathavehappenedduringyourrelationship.It’salsoanopportunitytoreceivefeedbackonexperienceofworkingwithamentor-thesuccessesandthechallenges,whatyou’velearnedaboutyourselfandwhatyou’vegainedfromthementor.

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Fromamentorperspective,it’sanopportunitytosharehopesandvisionforthementeesfuture,toaffirmthegrowthseen,togainfeedbackfromthementeeontheirexperienceinbeinginthisrelationshipandtosharewhattheyhavegainedintheprocess.

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Appendix 1: Mentor Skills - Best Practice

Personal Skills Advocacy Skills Coaching Skills Interpersonal Skills

Relateswellwithpeoplewhowanttolearn

Providenetworkingopportunities

Setgoals Confidentialimpartialsupport

Openminded&flexibleattitude

Accesstoseniorprofessionals

ExploreOptions Challenges

Questions HighlightCareerPaths

Plan Discussexperiences

Encouragesreflection

Identifydevelopmentopportunities

Review Exploreoptions

Suspendsjudgementandlistens

Provideguidance Giveconstructivefeedback

Friendly

Buildstrust Knowshowthesystemworks

Supportlearning Respectfulandtrusting

Empathy Problemsolvingskills

Usuallyshorttermandgoalspecificrelationship

Openandhonest

Timetodeveloprelationship

Persuasiveandinfluential

Incisivequestions Rational

Motivated Assertive Present EmotionalIntelligence

Notice:Akeytogoodmentoringmaybemerelynoticinghowthementeeisfeeling.Sometimesthismaybemoreaboutwhatisnotsaidthanwhatissaid.Arethereanychangesintheirmotivation,commitment,attendanceandsoforththatmayneedsupportanddiscussion?Theremaybesubtleindicatorsthatthementeehasanissuewithworkorinterpersonalrelationshipsthat-withsupport-theycanovercome.

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Mentoring Skills

Leadership qualities

Recognition of your skills and experience

Experience of being a mentor

A sense of personal fulfilment that comes from helping others

Listening and communication skills

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Appendix 2: Mentoring – Useful Questions

Good Mentor Questions:

Mentoringasksthatmentorsbeskilledintheartofaskingthought-provokingquestions,activelistening,providingobjectivefeedback,andhelpingmenteeslearnhowtobereflective.Oneofthebestwaystodothisistodevelopatoolkitofkeyquestionsthatyoucanaskasmenteesembarkonandcompletegrowthexperiences.Theseexperiencesmightinclude:studyabroad,internships,volunteering,leadershipopportunities,and/orexploringpersonalvaluesandstrengths.Additionally,askingandconsideringgoodquestionsallowsbothamentorandmenteetohavedeeper,moreintentionalconversations.

Hereisabrieflistofquestionsyoumightconsideraskingand/oraddingtoyourmentortoolkit:

1. Whatisyourgoal?Whatdoyouhopetoachievefromthisexperience?

2. Howwillyoubedifferentattheendofthisexperience?

3. Whatstepscanyoutaketoachievethatgoal?

4. Whatskillsorknowledgedoyouhopetogainfromthisexperience?

5. Whatdoyouthinkwillbethemostchallengingforyou?

6. Whatdoyouthinkwillbethemostrewardingforyou?

7. Whatareyouthemostworriedabout/afraidof?

8. Howwelldidyouaccomplishyourgoal?

9. Whatdidyoulearn?

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10. Howcanyouusethatnewknowledge,skill,abilityinthefuture?

11. Whatwasthemostchallengingforyou?

12. Whatwasthemostrewardingforyou?

13. Whatdidyoulearnfromfacingthatchallenge?

14. Whatdidyoulearnfromthatsuccess?

15. Howareyoudifferentnowthanyouwereatthebeginning?

16. Whowerethemostimportantpeoplethatyoumet,andwhy?

17. Howcanyoudescribethisexperienceandwhatyouhavelearnedtoanemployerorgraduateschool?

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Good Mentee Questions:

Questionshelpthementorfigureouthowtogivemeaningfulanswers.

Expertise,self-improvementandbuildingskills

1. Wheredoyouthinkmystrengthslie?

2. HowcanIdeveloptherightamountofdisciplinetoachievemygoalsinthisindustry?

3. WhatarethenecessaryskillsthatIshoulddeveloptorapidlygrowinmycareer?

4. Whataresomethingsinyourcareerthatyouregretnothavingdoneearlier?

5. HowdoIeffectivelymanagemytimeandprioritiseaccordingly?

Stories

1. Doyouevergetimpostorsyndrome?Howdidyoulearntogetoverit?

2. Didyouhaveahardtimestartingoutinthisindustry?

3. Whataresomehardchoicesthatyoumadetogetwhereyouareinyourcareer?

4. Didyouexperiencesomemajorsetbacksinyourbusiness/careerpath?Howdidyoubounceback?

5. Whataresomeinstancesthatyouwouldhavedonedifferently?

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Situational

1. HowdoIhandlethissituationbetter?

2. Doyouhavesometipsfornetworkingonline?

Thisquestionisevenmorerelevantthanevertoday,asmorecompaniesareembracingworkingfromhome.

1. Ifeelstuck.WhataresomewaysthatIcanapplytosolvethisissue?

2. Mybossandcolleaguesaretreatingmeunfairly.Basedonyourexperience,doyouthinkIshouldmoveelsewhere?

3. Ihaveaninterviewcomingup.WhataresomeinterviewquestionsandotherthingsthatIneedtoknowtosucceed?

4. DoyouhaveanytipsonhowtoimprovemyCVformyjobsearch?

5. HowdoIpreparemyselfforperformancereviews?

Accountability

1. WhatwouldyouliketoseemedoeveryweektoshowthatI’mimprovingthroughoutthismentorship?

2. AmIprogressingintherightdirection?

3. AmIcorrectlylisteningtoyouradvice?

4. Arethereanyothertopicsyou’dlikeforustodiscuss?

5. Doyouhaveanyfeedbackonhowwecanimproveourmentoringrapport?

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Appendix 3: Useful Links

https://careersmart.org.uk/your-career/career-development/mentoring-podcast

TheBenefitsofMentoringYouTube(1.28mins)

https://www.youtube.com/watch?v=836-noR3DO8

AmericanPsychologicalAssociation

IntroductiontoMentoring—aguideformentorsandMentees

https://www.apa.org/education-career/grad/mentoring

Skillsyouneed—Whatismentoring?

https://www.skillsyouneed.com/learn/mentoring.html

Whatismentoring?YouTube(4.42mins)

https://www.youtube.com/watch?v=qoy5MifHuLs

Scenarios

https://petersen.consulting/samples/Mentor-Scenarios-Handbook-Sample.pdf

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For more informationVisit: www.gov.ie/wpep Email: wpep@welfare.ie Telephone: 0818 111 112

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