Mentor Training

Mentor Training
13/10/09 Update

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Aims and features

What is mentoring?

A mentor is a person who provides consultation over work-related concerns and mental health support for a junior and an unskilled worker. The role of mentors is quite different from OJT leaders who give specific instructions and support to his/her direct subordinate or junior. A mentor is required to support a junior’s healthy development in a broad context by teaching him/her the responsibility and the mindsets as a member of society for his/her future career development.

Japanese companies focus on developing the mindsets of a subordinate, rather than merely improving specific skills. That is because a subordinate is expected to “work after fully understanding the vision and value of an organization” rather than “work only following instructions”.
We recommend the mentoring system for those foreigners who are not familiar with a culture of “developing subordinates” as an effective method of human resources development and management.

Advantages of the mentoring system

Generally, a mentor faces a junior one to one and discusses until his/her dissatisfaction and anxiety is gone. With the mentor’s thorough support, a junior understands tasks very well, completes them properly, and gains good evaluation. Also, a mentor gets stimulated by new perspectives and ideas the younger has. Thus all employees including both of the superior and the junior become highly motivated. Furthermore, mentoring revitalizes communication and strengthens teamwork in an organization.
You can expect more.
When employees become more satisfied, the rate of people leaving their jobs will be decreased, and excellent human resources will be secured. Furthermore, leaders of the next generation will be developed since the knowledge and experiences will be handed down from generation to generation by the mentoring system.

Various actual cases

In our mentoring training, we provide actual cases of mentoring systems adopted by various types of businesses as samples. How about our mentoring training to employ the mentoring system, an excellent human resources development method?


  • Introduction What is mentoring?
  • Think of the role of a mentor.
  • Effect of a mentor
  • Points of mentoring-communication ability
  • Comprehensive exercise~role play
  • Wrap-up

Track Record

The reason why our training is popular

The number of organizations that have introduced mentors is not so large, but obviously it has been increasing. We have been providing not only training programs on mentors but also advice and consultations on how to utilize mentor system effectively.

Total participants
456(※Period covered:2012/4/1~2013/3/31)


Content: Understood well,

Trainer: Excellent・Good

Comments from participants

    • Although I didn't have any clear image of mentors and mentees when I started attending the training, now I've clearly realized what mentoring is aiming at. Moreover, I found mentors must disclose even their weaknesses to juniors so as to create good human relations and grow together with them. I used to believe mentors should be admirable models.
    • The training program thoroughly transformed my definition of mentors. To be honest, my duty of mentoring had been a burden on me. But now I feel relieved after the training. I learned a lot such as skills of listening and inquiring. I was most impressed with the listening practice session. I felt I actually listened to others for the first time in years when I had practice of listening in the role playing session. I perceived the moment when my hearing changed to listening. The training was really beneficial. Thank you very much.
    • I am glad the training program relieved my anxiety of being a mentor. I learned a mentor doesn't necessarily has to lead to a solution. It seems to me the way he/she is willing to solve juniors' problems together is more important. I didn't feel the program boring at all because I enjoyed each role playing session.

Our Coach

Our trainers have ample experience of training subordinates and juniors as management. All of them are professionals of management. In addition, the hardships in human relationships they have survived made them sympathetic to other people. Our training of mentors have been favorably evaluated because attendees find the trainers' talk on their own experience very useful back in the work place.

Sample training program

Sample Program
  • 1. Introduction~Think of the reason why you were chosen to be a mentor?
  • 2.What is a mentor ?
    (1)The background of the introduction of a mentoring system~it is required to enhance development of the generation educated with latitude.
    (2)What is expected from a mentoring system? ~to provide mental support for new employees
    (3)What is the mentoring system?
  • 3.The role of a mentor
    (1)If you were a new employee, what do you expect from a mentor?
    (2)How do you expect a new employee to become?
  • 4.Points of mentoring
    (1)The role of a mentor ~the importance of the third party's perspective
    (2)Help organizing problems a new employee has instead of giving him/her advice.
    (3)Create an environment where a new employee feels easy to consult to you.
    (4)Be sensitive to any small change in a mentee.
  • 5.Communication skills required of a mentor
    (1)Skills to listen
      ①What is skills to listen?
      ②Listening skills ~Responses and repetitions, etc.
      ③Small listening exercises
    (2)Questioning skills
      ①What is questioning skills? ~Ask for more information and reasons
      ②Questioning skills ~Ask who, when and where and ask about the positive aspects.
    (3)Encourage motivation.~Skills to praise
      ①The basics of praising ②Timing is important.
      ③Praise not only the result but also the action that brought the result.
  • 6.Comprehensive practice ~How would you handle this case?
     Role play mentoring in pairs. <A sample case study>
      Ex.1 "I think my boss dislikes me."
      Ex.2 "I didn't join this company only to make photocopies."
      Ex.3 "Nobody cares about me. I always feel lonely."
  • 7. Share what you found during the training.
    List more than three points that you became aware of during today's training.

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Performance record 2016
  • Number of training performance
    • 18,993
  • On-site training programs
  • 12,416
  • Open seminars
  • 6,577
  • Number of clients
    • 23,132
  • Number of participants
    • 446,010

Evalution by participants

  • Understood well,
  • Excellent,

※From October 2015 through September 2016

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