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-4-6 mentees at a time.
-Meet once or twice a month.
-Combines senior and peer mentoring.
-Mentor as well as peers help each other learn.

Advantages:
-Works well for organisations.
-Mentees gain insight from mentor and peers.
-People may feel less shy, therefore building confidence.
-Time/cost effective as can all meet at the same time and doesn't have to work 1:1.
-Good for businesses.
-Good in a volunteer setting.

Disadvantages:
-Limited due to schedules/people are busy.
-Lacks personal relationship.
-May work best with an integrated 1:1 model.
-People in the group may not get along.
-May not be able to have a say and put your opinion/view across as so many people there.

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One mentor is matched with one mentee.

Usually two people are paired together based on certain criteria such as experience, skill sets, goals, personality, etc.

Advantages-
- Familiar and common model so people are comfortable with it
- As it's informal, the situation and environment are more relaxed compared to a formal setting
- Allows for and encourages the mentor and mentee to develop a personal relationship.
-One on One nature of the relationships provides the mentee with critical, individual support and attention

Disadvantages-
- Availability of mentors
- Cost to hire one mentor per mentee
- May result in favouritism

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- Traditional model where one mentor is matched with one mentee
- The mentoring program usually pairs people together based on certain criteria, such as experience, skill sets, goals, personality, and a variety of other factors but it depends on the organisation.
- Can be formal or informal

Advantages:
- people tend to be comfortable with it because it is a well known model
- allows and encourages the development of a personal relationship
- collaboration encouraged
- enables mentor and mentee to develop trust between each other
- ensures the provision or regular and consistent support

Cons:

- requires organisation - people need to be matched to suitable candidates
- can be costly to implement
- availability of mentor may be limited

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-Mentee can feel more Incontrol
- Menteee can match with a person they feel has the specific skills and qualities they would like to gain or inprove
-Menteee will feel empowered and inclined to continue the professional relationship
- Mentee can have a choice in who becomes their mentor

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-The mentor does not necessarily have a choice
-An informal procedure can mean the mentee  can not get the help due to the person’s bad organisation

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Match the menteee, to specific skills and attributes a certain mentor can offer

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Mentor helps mentee develop specific skills being taught in the programme.

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Executives high up in an organisation mentor people lower down the hierarchy 1:1 to help them develop their role in the organisation.

3 types: selective coach, reflective mentor and elder statesperson.

3-6 months - focused on providing wisdom on how to use/develop skills

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Limited- focuses on subject at hand and doesn’t help mentee develop a broad skill set.

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1. Training needs analysis (TNA)
2. Training design and development
3. Training delivery
4. Training evaluation

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Disadvantage:
A mentee may "slip through the cracks"
Some resources maybe be under or over used

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difficult
requires high level of role specific knowledge

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- Works well for organisations targeting specific skills
- Works better for knowledge workers where constant development is required rather than routine workers