I have started to mentor some SRO’s at the highest level, and it seemed to me that to do this and do it well we need to understand the question that should be answered…. So working backwards….
What we want at the end of the mentoring process is….
Measurable change (What will have changed?)
in the Performance of the Programme (How did this happen?)
through the impact that the SRO has had on the Programme (Why did this occur?)
as a result in the change in behaviour, skill and knowledge of the SRO (When did this take place?)
after they developed themselves through a focused approach (Who triggered this?)
by attending the initial mentoring sessions with an experienced Consultant who had all the key information at hand (Which was?)
from reviewing the SRO’s programme, self assessment and observing them in the SRO workplace. (in order to achieve?)
A baseline measure so we will know what success looks like…
Any views?
...building capacity 
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