Coaching & Mentoring

Coaching and Mentoring are key skills which enable the development of others, and can also provide significant value to your organisation.

Coaching & Mentoring

Coaching and Mentoring are key skills which enable the development of others, and can also provide significant value to your organisation. Enhanced motivation, engagement and performance improvement usually ensues from an effective and structured coaching or mentoring program.

At Simon Brown Associates we strongly believe in the added value of both coaching and mentoring, which are related yet different methodologies, for bringing out the best in your people. Our experience and hands-on practice with the techniques extends over 18 years, and this has led to a large number of successful coaching and mentoring experiences for both individuals and companies. Today’s successful leaders and managers will all have coaching and mentoring as part of their skillsets, and will also be open to receiving good coaching and mentoring for themselves. The differences and advantages of both Coaching and Mentoring are described below.


Coaching is critical because it builds trust and shows your concern for people as well as the organisation.

It also enhances potential – a good coach recognises people’s abilities and focuses on developing their skills. Coaching is the process of giving on-going guidance and feedback to a learner to bring about an improvement in key areas of performance. Coaching is about helping, not controlling, and is broader and more flexible in its application than pure skills training.

It works on the belief that people learn best by experiencing things for themselves, helping the learner to discover facts, and guiding the learner to the point where they realise the learning point for themselves. Learners are enabled to take ownership of their learning, which gives them a greater interest in what they have achieved.

At Simon Brown Associates we offer :

  • Executive Coaching ( for senior managers who will prefer an external coach)
  • Specialist HR professional development coaching
  • Coaching skills workshops for managers to enable them to coach others.


Coaching methods we recommend and use are:

  • The G-R-O-W model to enable self-directed learning.
  • The Four Key Principles model which focuses more on maximising individual performance.


Our qualifications and achievements include:

  • Executive Coaching for Leadership team members at GSK, Premier Farnell.
  • Delivery of Maximising Performance through Coaching Workshops at SmithKline Beecham.
  • Introduction of a coaching style learning organisation at KENT Europe. Direct coaching of 30 HR professionals at GSK, KENT Europe and Coca-Cola which led to significantly enhanced performance in 95 % of cases and promotional development in over 40% of cases.


Our Managing Consultant Simon Brown is trained as a coach in both the GROW model and Maximising Performance through Coaching (Accredited by Direct Dimensions International)


From Greek Mythology: Ulysses, before setting out on his epic voyage, entrusted his son to the care and direction of his old and trusted friend Mentor. In modern Terms mentoring is a 1-1 two way development relationship where the mentor is likely to be a senior manager (not the individual direct manager) who can leverage their extensive knowledge and experience to provide advice on how informal and formal things get done in business. Like a sponsor they can provide off-line support to the individual (often referred to as the mentee or protégé).

In his book “Everyone Needs a Mentor”, leading Management author and European Mentoring Guru David Clutterbuck writes: “Every organisation needs some form of career development programme to produce a succession of motivated, upward moving employees. Mentoring, because it allows people to learn in an unthreatening manner outside of direct reporting relationships, involves relatively little direct cost and is effective for all sorts of people, therefore is one of the fastest expanding approaches to developing managerial potential.”

At Simon Brown Associates we believe that a well structured mentoring programme with agreed contacts, contracting and agendas and objectives is the best way to maximise the benefits of a mentoring program. We can offer consulting advice in:

  • How to introduce and sponsor a mentoring program.
  • Getting started – matching and contracting.
  • Measuring effectiveness of your mentoring program.
  • Skills workshops for mentors and mentees to enable them to get the most from their mentoring relationships.


Our qualifications and achievements include the following:

Simon Brown is fully trained and accredited as a Mentor by Chartered Institute of Personnel and Development.

He was an External Mentor for the CIPD of HR Professionals for three years.

Simon Brown designed, in partnership with David Clutterbuck, the Mentoring Program for SmithKline Beecham, which he ran between 1999 and 2000. This program which led to a 30% reduction in labour turnover for the Finance function and a pipe-line of cross business division moves over the two years of operations was regarded as a highly successful initiative.

The SmithKline Beecham Mentoring case study was presented to the European Mentoring Conference at Oxford University in 1999 by Simon Brown, who won a company award for this work.