Mentoring

For everything you wanted to know on building leadership and management, refer Shyam Bhatawdekar’s website: http://shyam.bhatawdekar.com

(Refer our High Quality Management Encyclopedia “Management Universe” at: http://management-universe.blogspot.com/)

Definition and Explanation

Mentoring or mentorship is used for development of people.
It is used to expedite people's development.
It is the developmental relationship between two people or two professionals where one person (generally a more experienced person) helps the other person (generally a less experienced person) in his development in some specifically chosen areas or in a general sense.
Person who assists or guides the other person is called a mentor and the person being guided is called a protege or a mentee.
The relationship between mentor and protege can be created formally or informally but it is mostly carried out or executed in an informal manner. That's why in some organizations, these relationship is called a "buddy" program and both the mentor and his protege behave like buddies to each other.

Types of Mentorships

Formal: This is normally an organizational mentoring program. Within this program, the organizational management appoints mentors voluntarily or as an organizational decision. Generally, new employees of the organization are the mentees and these mentees are assigned to particular mentors for mentoring process. Apart from the newly hired people being mentored, mentoring can be extended to the high potential employees who are evaluated as the future leaders of the organization.
Informal: Here any two persons can come together to form a mentor-mentee pair. At times, more number of persons can seek the same one person as their mentor.

Mentorship programs are also seen in educational or sports/games set up where students/apprentices/new players are mentored by teachers/professors or by expert counselors/coaches to support them in program completion, confidence building and further/advanced education and expertise.

Mentor's Roles and Functions

Mentors can play versatile roles as advisors, supporters, tutors, sponsors and models of identity or role models. Ideally, their role should be a combination of all these roles.
Mentors must open themselves to the mentee by sharing their reasoning and decision processes with them and allowing themselves to be observed in various situations.
Mentor should possess skills to match the support they give with the mentee's development progression, thereby leading them incrementally.
Mentors should be able to express care and concern demonstrating empathy.

Personal and Professional Qualities of a Mentor

Interpersonal skills
Communication skills (including listening skills)
Approachable
Empathy
Genuine desire to be of help to others
Supportive and not controlling
Open mind and flexibility
Can give guidance to a mentee without making their decisions
Willing to empower the mentee
Gives honest answers
Facilitates solutions
Questions the mentee as necessary
Ability to probe and challenge
Willingness to debate and discuss
Has realistic expectations of themselves and others
Organizational skills
Aware of organizational values, culture, policies, systems and politics
Proficient and enthusiastic in his professional field
Knows about mentee's area of work
Can offer a range of perspectives and suggestions
Willing to sponsor his protege

Detailed Activities of a Mentor

Attend regular meetings with the mentee, preferably in an informal environment
Prepare for meetings
Set the agenda for discussions in collaboration with the mentee
Allow out of turn meeting with the mentee if the mentee needs one
Work out plan of action for the mentee in consultation with him
Maintain dialogue and discussions
Act as a sounding board
Observe the mentee and train mentee to observe others
Provide feedback to mentee
Acclimatize the mentee with the values, culture, policies and systems of the organization
Maintain confidentiality befitting mentor-mentee relationship
Take relevant training to become a better mentor
Share information with the mentee about continuing professional development and opportunities
Provide emotional support as needed
Guard against the exploitation of the mentee by other parties

Benefits of Mentorship

To the Mentee

Makes him feel at home in the organization in a short period of time
Smoother transition into the work place
Feeling of having a buddy or friend in the organization in addition to have formal bosses and colleagues
Availability of support and guidance
Having a confidant with whom discussions on some specific sensitive issues can be held
Developmental opportunity
Having some one who can back you up and sponsor in the organization

To the Mentor

Opportunity to develop new skill and career of mentorship
System to reflect on one's strengths and weaknesses
Channel to develop personal and professional skills further
Opportunity to network with other professionals
Job satisfaction and
Improvement in self esteem

Mentee's Responsibilities

Allow the mentor to take the lead initially
Act with courtesy with your mentor
Be an active listener and take notes when necessary
Enquire with purpose
Take the initiative for feedback and take it with open mind
Be considerate towards mentor’s time.
Return phone calls promptly and be on time with commitments and meetings.
Demonstrate that you have followed advice or commitments.
Express appreciation and thank the mentor
Do not talk loose about the mentor to others
Maintain confidentiality of relationship as needed
Prepare yourself to move beyond the mentoring connection once it has served its purpose
Keep the door open to return to the mentor for assistance or advice at a future time.
Follow up with the mentor after termination to keep in touch, to share progress and to continue to express gratitude.

For More Guidance, Assistance, Training and Consultation

Contact: prodcons@prodcons.com

Also refer: (Prodcons Group) http://prodcons-group.blogspot.com/
(Training Programs by Prodcons Group) http://training-development-function.blogspot.com/
(Productivity Consultants) http://productivity-consultants.blogspot.com/

Other Topics of Interest

Mentoring

Thursday, January 15, 2009

Mentoring

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