Designing Successful In-House Mentoring Schemes in the Public Sector

In-house mentoring programmes are widely used across the NHS, Civil Service, and Local Authorities as a way to build internal talent, drive inclusion, and foster leadership development. But while many schemes start with good intentions, not all deliver real, measurable impact.

What separates the mentoring programmes that thrive from those that fade into the background?

Below, we explore what makes a mentoring scheme effective—and why supporting your mentors with external coaching supervision could be the game-changing element you’re missing.

Anchor the Scheme in a Clear Organisational Purpose

The best mentoring schemes start with a clear “why.”

Whether you're aiming to:

• Improve career progression for underrepresented staff,

• Develop a leadership pipeline for Band 6–8 roles in the NHS,

• Or support new Civil Service entrants through induction and onboarding...

…the mentoring programme needs to be linked to organisational priorities and workforce strategy.

A clear purpose also makes it easier to measure success and maintain stakeholder support over time.

Match Thoughtfully—Beyond Grades or Job Titles

Mentoring relationships are built on trust and mutual respect—not just hierarchy or job function.

Effective matching should consider:

• Shared values or lived experiences

• Communication styles

• Professional development needs

• Organisational culture fit

Manual or semi-automated matching often yields stronger results than algorithmic pairing alone.

Provide Just Enough Structure

Busy public sector staff don’t need more red tape—but they do need guidance.

A well-designed mentoring scheme includes:

• Session planning templates

• Goal-setting frameworks

• Touchpoints for review and reflection

This structure supports progress without overwhelming participants.

Don’t Neglect Mentor Development

This is where many mentoring schemes falter.

It’s easy to assume senior staff or experienced professionals know how to mentor—but mentoring is a distinct skillset. Without support, mentors may:

• Default to giving advice instead of listening

• Struggle with boundaries or safeguarding

• Avoid difficult or sensitive topics

• Burn out from emotional labour

Effective mentor development might include training on active listening, inclusive leadership, non-directive coaching, and ethical awareness.

Add Coaching Supervision: A Powerful (and Underused) Support

One highly effective way to support mentors—particularly in schemes that involve emotional, career, or inclusion-focused conversations—is to provide external coaching supervision.

Coaching supervision offers mentors a confidential space to:

• Reflect on their practice

• Strengthen their mentoring and coaching skills

• Explore difficult conversations or ethical tensions

• Maintain motivation and confidence

It acts as a form of continuous professional development (CPD), ensuring mentors feel equipped, supported, and capable of delivering real value.

This is especially helpful in public service contexts where equity, wellbeing, and psychological safety are priorities.

Why This Matters Now

Public sector organisations are navigating complex challenges:

• Workforce shortages and budget constraints

• Increasing demands on leaders

• A growing focus on inclusion, wellbeing, and retention

  
  

Mentoring can be a low-cost, high-impact way to:

• Transfer knowledge across generations

• Develop internal talent

• Support diverse staff progression

• Build a more connected, resilient workforce

But for mentoring to deliver on these promises, the scheme must be well-designed—and mentors must be properly supported.

Conclusion: Move from Well-Meaning to Well-Designed

To create impactful in-house mentoring schemes across the NHS, Civil Service, and Local Authorities:

✅ Align the scheme with a clear organisational purpose✅ Match mentors and mentees thoughtfully✅ Provide structured flexibility✅ Invest in mentor development✅ Offer external supervision for deeper support

These elements turn mentoring from a hopeful initiative into a powerful lever for change.

Want to strengthen your mentoring programme?

We work with public sector organisations to design, review, and support mentoring schemes—offering bespoke training and coaching supervision for in-house mentors.

📩 Get in touch to find out how we can support your programme’s success.