In training and coaching contexts, in informal conversations and in multiple work sessions, I have encountered a need that must be addressed – the mentoring conversation framework! The need for mentoring, just as necessary as the need for learning and growth addressed through coaching, appears to be a must-have in any working system – congratulations to those who have already implemented this approach!

Professional conversations are clear enough to us, especially coaching with its distinct structure, but the framework of mentoring may exist somewhere in books, somewhere touched upon in certain courses. There is more gray than black and white, there is more guesswork and „I think so” than an effective and productive benchmark. There is more „we do some mentoring, but I don’t think it’s exactly what we need,” but it’s not coaching, nor is it consulting…

In order to generate as much value as possible, both for the mentor and the mentee, we need to understand the mindset, not just the structure of this dialogue – „powerful” questions are not enough if the framework for them is not clearly understood, integrated, and created. The right framework fosters openness to the naturally uncomfortable process of learning-unlearning-integrating-relearning for both partners. I would say that it is essential, from the outset, to align ourselves with the understanding that this mentor-mentee relationship is one of learning for these two partners, an equal footing between adults, not just recognition and/or admiration for the mentor.

Why participate

So, I invite you to learn in this Masterclass and immediately integrate what you need:

• What are the pillars of mentoring?
• What is the contribution of coaching in the mentoring relationship and conversation?
• What does the relationship mean in the mentoring process and how is it built?
• What does the mentoring conversation mean and what are its stages?
• What are the objectives of each and how are they agreed upon?
• What are the responsibilities of each and where do they come from?
• Where does the expertise in this relationship come from?
• What is this dialogue framework based on?
• Very important – what is the dynamic of this mentoring relationship and conversation?
• How does the transfer of know-how become a resource for growth for both parties?
• What needs to be included that is distinct from other forms of professional dialogue?
• How is progress tracked along this path?
• Specifically, what is an effective structure for a mentoring conversation, a clear and coherent structure that you can use immediately?
• Resources, tools, and documents that support the health and effectiveness of mentoring

This will enable you to grasp and manage a much clearer picture of this context and how value is generated from it!

You will have this resource for yourself in your mentor-mentee relationships, while also having a valuable resource that can be transferred to others.

Methodology

Based on the Collective Shift methodology, internationally accredited by the ICF – 40 CCEus points, 33 core competencies & 7 resource development – and currently undergoing EMCC accreditation, which supports, through structure and mindset, the maturity process necessary to reach the next level of performance, success, and awareness, we have created and tested the coherence and effectiveness of this mentoring conversation.

You now have the opportunity to understand its boundaries, test it, learn it, and immediately integrate it into your professional role, bringing clarity and productive benefits to both sides, mentor and mentee, as well as productive benefits at the system and environmental level. You will learn and integrate the information experientially, through supervised practice and concrete examples provided.

Who is this Masterclass for:

Anyone already engaged in formal or informal mentoring relationships/conversations
Entrepreneurs who want to grow future leaders within their company
Specialists in the human, professional, and organizational development industry who want to include mentoring in their work frameworks and/or service portfolio
HR specialists—there are a multitude of situations, and I am sure you can think of them, in which mentoring is necessary, from onboarding to upgrading internal roles and at every stage of a career path
Parents of teenagers – few understand that adolescence is the ideal time to build a mentoring relationship with future adults, where it is no longer necessary to „raise children,” but young adults

Host of this Masterclass

Oana Niculae, +15 years in professional coaching and +26 years as an entrepreneur * Leadership & Business coach and mentor * Board advisor * Team Coach * PCC by ICF * ESIA by EMCC * Creator of Collective Shift Group Coaching Methodology * Creator of Collective Shift Academy

Duration and period of the Masterclass:

ONLINE, 2 days, 9:00 a.m. – 6:00 p.m. (GMT+2 / Bucharest)
• February 2–3, 2026 – English edition

Investment:

570 euros (includes materials, learning experience, resources, and tools)

Free participation for Practitioners and Mentors from Collective Shift Academy
Free participation for those enrolled in Collective Shift Group Coaching Methodology groups (January–May 2026)

Places are limited to ensure an optimal learning experience.

START NOW

Contact us now or fill out the form and we will contact you. [/vc_column_text]

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