The Ambits Code of Conduct: The Compass of the Ambits Mentor

Based on the experience built over the past year, we have written our Ambits Code of Conduct.

The Ambits Code of Conduct articulates the desired behavior of mentors and mentees and clarifies the standards of professional conduct.

The Ambits Code of Conduct has eight sections. Let’s have a look at the most important parts.

An Ambits Mentor stimulates on-the-job learning by

• challenging his mentee,
• breaking through the barriers impeding personal growth,
• sharing his knowledge & experience,
• offering different viewpoints, and
• providing pragmatic advice

The ultimate purpose is to improve the mentee’s management and leadership capacities.

Mentoring is different from coaching and consultancy and is never a results-based commitment.

Moreover, a mentor is not a psychologist, psychiatrist, or therapist.

The organization should benefit from the improvement of the mentee’s management and leadership capacities. Therefore, the mentoring objectives are always aligned with team and organizational goals.

Everything that the mentee shares with his/her Ambits Mentor is confidential. If, for whatever reason, information about the mentee needs to be shared with others, this can only be done upon the approval of the mentee.

From the mentee’s side, the following conditions need to be fulfilled to make mentoring work:

• Commitment (time & mentoring process)
• Ownership & accountability
• Sufficient self-awareness
• Free of mental obstacles
• Genuine openness for input and advice
• Support from an internal sponsor

The same applies from the mentor’s side:

• Time commitment
• Genuine interest to help the mentee grow
• Empathy
• Objectivity
• Competent to help
• Compliance with the Ambits way of working (process & tools)

If one or several of these conditions are not fulfilled, the mentee or the mentor can pause or stop the mentoring.