Mentoring: learn from experience, decide for yourself
Mentoring is a development relationship in which an experienced person shares knowledge, perspective and questions while you grow in your role. Unlike coaching, a mentor also offers their own experience. Tamara Georgiadou mentors leaders, professionals and coaches, drawing on organisational development work and her roles in the coaching profession.
Mentoring works best when expectations are clear: what you want to learn, how often you meet and how you will review progress.
Mentoring for leaders
Leadership mentoring gives you an experienced sounding board outside your line of management.
Learn moreMentoringMentoring for coaches
Mentoring for coaches supports you in developing your practice: how you contract, how you work with clients and how you understand professional standards.
Learn more| Coaching | Mentoring | Consulting | Training | |
|---|---|---|---|---|
| Focus | Your own questions and goals | Learning from experience | Your organisation's structure and practices | Shared skills and experience in a group |
| Who brings the content | You. The coach asks, listens and reflects | Both. The mentor also shares knowledge | The consultant analyses and advises, with you | The trainer designs, the group practises |
| Typical format | One-to-one or team sessions | Regular one-to-one conversations | Projects with analysis, advice and support | Interactive workshops, open or in-house |
| Good for | Decisions, transitions, leadership, change | New roles, career steps, developing a practice | Structure, policies, culture, people management | Personal growth, communication, change, culture |
Coaching, mentoring and supervision: definitions in line with EMCC Global
- Coaching
- A structured conversation focused on unlocking potential and achieving self-directed goals. The coach facilitates the client's performance and growth without needing to be a specialist in the client's technical domain.
- Mentoring
- 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. EMCC Global
- Supervision
- A safe space for reflective dialogue with a practising supervisor, supporting the supervisee's practice, development and well-being. It supports quality, skill development and the practitioner's psychological resources, and encourages reflection on their own influence and assumptions. EMCC Global
Mentoring and supervision follow the definitions published by EMCC Global.
Tamara abides by the Global Code of Ethics for coaches, mentors and supervisors. Global Code of Ethics
The conversation comes first
You do not need all the answers to begin.
Get in touch
Tell Tamara briefly what is happening and what you would like to change.
Clarify the focus
In a first conversation you decide together whether coaching, mentoring or a workshop fits.
Agree and begin
Scope, rhythm and fees are agreed with you before the work starts.
Frequently asked questions
What is mentoring?
Mentoring is a development relationship between a less experienced and a more experienced person. The mentor shares knowledge and perspective, asks questions and acts as a sounding board, while the mentee stays responsible for their own decisions.
What is the difference between mentoring and coaching?
In coaching, the focus is on your own thinking and the coach rarely gives advice. In mentoring, the mentor also shares experience. Many people combine both; a first conversation helps clarify what fits your question.
Can my employer arrange mentoring for me?
Yes. Mention it in your enquiry. Goals, confidentiality and your employer's role are agreed before the work begins.
How long is a session, and what does it cost?
A session lasts 50 minutes and takes place online via Zoom or in person in Cyprus. Fees are available on request.
Do you offer group coaching and group mentoring?
Yes. Group coaching, group mentoring and group supervision take place in small groups of up to six people.
Further reading
Coaching or mentoring: what support are you seeking?
The label matters less than a clear agreement about how you will work together.
Stepping into a new leadership role
Before proving yourself, take time to understand the role you have actually entered.
What quality looks like in a coaching relationship
Credentials are useful context. Your questions about the actual working relationship matter too.
What is on your mind?
A question is a good place to start. Share a little about your situation and the support you are looking for.