To Be Successful Get A Mentor

To Be Successful Get A Mentor

To Be Successful Get A Mentor

There are no silver bullets in being successful in business but the data (and a lot of anecdotal evidence) shows that as well as bringing in the best possible talent (from naturally) the other critical thing you can do to maximise your chances of success is to get a mentor.

In the Leena Nair, Chief Human Resources officer at Unilever, says “women who are mentored have a higher chance of being appointed into senior roles”.

The Business Finance Taskforce set up a website to help SMB’s find a mentor here.

What is a mentor?


A mentor is someone willing to offer guidance, help, advice and support to make you as successful as possible in your professional life. The more applicable their experience is (and the better their inter-personal skills are) then more beneficial the relationship may prove to be. Mentoring can be conducted face-to-face ¦ phone ¦ hang out as little or often as suits the mentor and mentee.


What is the difference between coaching and mentoring?




  • Is normally part of a long term relationship. Getting the right mentor and mentee chemistry is critical.
  • Done 1:1 online ¦ face-to-face as often as works most effectively for the mentee and mentor
  • Can look at high level ¦ big picture issues and underlying enablers ¦ constraints




  • Can be time bound and for a fixed duration…whatever is needed by the mentee
  • Can be done in a group ¦ workshop setting with people facing similar challenges
  • Can focus more on short term challenges ¦ goals to set people up for success in the near term


A mentor might ask a mentee…


  • Tell me about what’s going well ¦ not so well for you at the moment
  • What would success look like now? what would success look like in three years?
  • What things are under ¦ out of your control? what is stopping you?
  • What was the last thing you learnt?
  • What is your plan?


How can you find the right mentor?


If you don’t know someone you can approach directly to be your mentor the next best thing is to talk to us at

We have a network of >50 successful people from all business sectors and stages and we will match you up individually with the perfect mentor for you.

Please give us a shout on 0800 246 5735 or

More detail on our newly formalised mentoring programme can be found here.


What do people say?

I’ve been working with an CTO coach and have really appreciated and valued their expert advice. I would definitely recommend them for technology business leaders who want to progress their career.

Mark Tindal Head of Integration and Development (at the time) KCOM


They are calling us the “Uber for talent” at because we provide interim talent where you need it, when you need it and only for as long as you need it…

What is the Difference Between a CIO and a CTO?

What is the Difference Between a CIO and a CTO?

There is no universal definition but to me;


Has a bias to working “in” the team rather than “on” the team.

Has a bias to look “in” rather than “out” from the Tech Team.

Is passionate about Technology and how it can be used to create competitive advantage for their company.

Reads Hacker News, Slashdot, has and uses a GitHub account.

Might have come up through the more “technical” routes of Architect, Development Manager etc.

Is the primary technology evangelist and advocate in the company.


Has a bias to working “on” the team rather than “in” the team.

Has a bias to look “out” rather than “in” from the Tech Team.

Is passionate about getting a positive ROI from the company’s technology spend and how much competitive advantage is being created for their company.

Reads, and is thinking about doing an MBA one day…

Might have come up through the less “technical” routes of Service Delivery, Programme Director etc.

Very much views technology as a “how” not a “what”

Of course a company wants/needs both of these perspectives to varying degrees during different stages of its growth and it’s why having a CIO and CTO might be the optimum structure once a company has reached the appropriate size/maturity.

Need to top-up your talent? Check out the “Uber of talent” – talent where you need it, when you need it and only for as long as you need it…

Win In IT And Business

Win In IT And Business

How To Win in IT & Business...

I’ve just sat through a very interesting and informative presentation by Sir Clive Woodward (the World Cup winning England Rugby coach) at the “Art of Work” seminar from SAP and Microsoft Azure to announce their strategic partnership.


What is perhaps a bit less well known about Sir Clive is that he is also a very successful business man having founded a number of businesses in areas ranging from IT Leasing through to speaking and coaching high performance teams.


The theme of Sir Clive’s talk today was using technology to win and he pointed out that in both business and sport


Whoever Wins in IT Wins


3 D Learning


Sir Clive talked about the 3 D’s of learning


Discover – get ideas on how to improve from anywhere and everywhere. Be a sponge.


Distil – select and simplify and communicate the best ideas.


Do – practice practice practice to implement the good ideas. This bit is critical – other people can have the same ideas but the quality of execution is the most important thing.


Sponge v Rock


Sir Clive made the point very well that people that are successful in both sport and business have one really important thing in common in that they are receptive to new ideas and approaches (they are like a “sponge”) rather than rigid and unchanging like a “rock”.


Sir Clive described how that he felt he wasn’t a great ideas person but he was very good at spotting good ideas so he used to invite people from all walks of life to observe how he worked in England Rugby training camps with one condition – at the end of their time with the team they had to suggest at least one thing the team could do better.


Sir Clive said that without exception the 50 or so people who attended the camps came up with good ideas on how to improve.


Sir Clive recalled that one of the things that made the leaders in his World Cup winning team so effective was their deep knowledge of the game and one of the ways this had been achieved was the use of the Prozone system.


After watching the Prozone animations of the game the England players were asked to present back to the coaching team their thoughts on


How they played

How England played

How their opposite number played

How the opposition played


Sir Clive said it was a very worthwhile exercise for both the players and coaching staff that always brought out useful ideas and concepts.


Overall it was a very thought provoking presentation from a proven winner that made a lot of points about how collaborative leadership and encouragement of individual and team “self” awareness are critical ingredients in the formation of high performing teams.


What do’s clients say?

Add AMP pages to Google Analytics

Add AMP pages to Google Analytics


Bad news – as with all other mark up elements in AMP you can’t just add the standard “web” JavaScript tag.


You need to add the AMP analytics tag below in the section *before* the AMP .js library so immediately after thetag might be safest.


<script< span=""> async custom-element="amp-analytics"


To add AMP page views and event tracking (only) to Goggle Analytics add this immediately after the body tag changing UA-XXXXX-Y to your Tracking ID.


Your Tracking ID can be found in

Admin Cog (bottom left) –> .js Tracking Info –> Tracking Code

(or your standard Google Analytics web page tags).


  <amp-analytics type="googleanalytics">
  <script< span=""> type="application/json">
    "vars": {
      "account": "UA-XXXXX-Y"
    "triggers": {
      "trackPageview": {
        "on": "visible",
        "request": "pageview"
      "trackEvent": {
        "selector": "#event-test",
        "on": "click",
        "request": "event",
        "vars": {
          "eventCategory": "ui-components",
          "eventAction": "click"

More detail on how to extend and customise Google Analytics for AMP can be found in this comprehensive (but quite technical) article from

Have fun 🙂

Check out for interim talent on demand. Talent where you need it, when you want it and only for as long as you need it.

What do our clients think?