ABSTRACT
This chapter outlines how the roles and activities were formed into an initial model of mentor competence and presented to focus groups, from which a refined model and quantitative survey emerged. It considers the implications for mentoring, whether as a mentor, mentee or for those engaged in setting up mentoring programmes. The most interesting finding was that the generic list of competences for both functional and personal competences far outweighed the separate lists for the three key mentor approaches of career focus, current role focus/personal development. Although the functional competence of career developer only occurred in the career focus area, it still had a high score on the scale of importance to the mentor and mentee when operating in that area, so in terms of saying what makes a mentor effective it should be included. The chapter then outlined the findings and the developed model of mentor competence before suggesting potential implications.
