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Thursday, January 15, 2009


For everything you wanted to know on building leadership and management, refer Shyam Bhatawdekar’s website:

(Refer our High Quality Management Encyclopedia “Management Universe” at:

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

  1. 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.
  2. 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


Also refer: (Prodcons Group)
(Training Programs by Prodcons Group)
(Productivity Consultants)

Other Topics of Interest

All Management Topics (General Management, Marketing and Sales, Service, Operations/Manufacturing, Quality, Maintenance, Human Resources, Finance and Accounts, Information Technology, Life Management)

The topics are listed in alphabetic order:

(Home Pages for All the Management Topics) and
(Building Leadership and Management)
(Alphabetic List of All Management Topics)
(Home Page for Writings of Shyam Bhatawdekar)
(5S Housekeeping)
(Activity Based Costing- ABC)
(Anger Management)
(Assessment Centers)
(A to Z of Management Systems)
(A to Z of Quality Techniques)
(Balanced Scorecard)
(Basic Statistics)
(Behavioral Safety)
(Body Language or Non-verbal Communication)
(Books- Best Management Books)
(Business Ethics and Ethics in Management) (Business Plan)
(Business Process Reengineering- BPR)
(Career Planning within Organizations)
(Case Method)
(Case Studies in Management)
(CEO Roles, Qualities and Competencies)
(Change Management)
(Competencies- Life Management)
(Competency Matrix)
(Conflict Management)
(Corporate Governance)
(Cost Management)
(Cost of Quality- COQ)
(Counseling at Workplace)
(Creativity and Innovation)
(Critical Thinking skills)
(Cross Cultural Etiquette and Manners)
(Customer Orientation)
(Customer Relationship management- CRM)
(Daily Management)
(Decision Making)
(Design for Manufacture)
(Dining Etiquette and Table Manners)
(Discipline at Work)
(Dream Exotic)
(Effectiveness and Efficiency)
(Effectiveness Management: HSoftware)
(Efficiency Techniques: Work study: Motion and Time Study)
(Efficient Work Methods or Practices)
(Email Etiquette)
(Emotional Intelligence)
(Enterprise Resource Planning- ERP)
(Entrepreneurship and Entrepreneur)
(Executive Etiquette and Manners)
(Exit Interview)
(Financial Ratios and Financial Ratio Analysis)
(Financial Services)
(Functions of Management)
(Gemba Kaizen)
(Genuine Professional)
(Global Mindset)
(Goal/Target Setting)
(Group Discussion)
(Group Dynamics)
(How to Be a Good Boss)
(How to Get Promoted)
(How to save Money)
(HR Dynamics)
(HR Strategies and Functions)
(Human Capital Architecture)
(Human Relations)
(Human Resource Planning)
(Human Software- HSoftware)
(Internal Motivation or Self Motivation)
(Interpersonal Relations)
(Interview Skills)
(Interview Preparation for Job Seekers)
(Interview Questions)
(Just in Time Management- JIT)
(Knowledge Management)
(Lead Time Management)
(Lean Enterprise)
(Learning Organization)
(Life Management: Competencies)
(Life Management: Effectiveness Management: HSoftware)
(Life Management: I Am Liberated)
(Life Positions and OKness)
(Life Skills)
(Management Anecdotes)
(Management Book- Best Books)
(Management Information System- MIS)
(Managing/conducting Meetings)
(Management Notes- Free and Authentic)
(Marginal Utility)
(Marketing Management Overview)
(Marketing Management Tasks)
(Marketing Orientation)
(Market Research)
(Market Segmentation)
(Musings of Shyam Bhatawdekar on every topic on the earth)
(Negotiation Skills)
(Negotiation Tactics)
(Objection Handling)
(Organization Development- OD)
(Organizational Culture)
(Out of Box Ideas)
(Ownership on Job)
(Paradigm and Paradigm Shift)
(Performance Management and Appraisal)
(Positive Strokes)
(Presentation Skills)
(Problem Solving)
(Profit Improvement)
(Project Management)
(Public Speaking)
(Quality Circles History)
(Quality Circles)
(Quality Function Deployment- QFD and House of Quality)
(Quality Gurus)
(Recession Management)
(Recession and Opportunities)
(Recruitment and Selection)
(Research Methodology)
(Safety and Health Management)
(Sales/Selling Process)
(Sales Promotion)
(Self Motivation or Internal Motivation)
(Self Development)
(Shyam Bhatawdekar’s Articles on Management)
(Six Sigma)
(Six Thinking Hats)
(Soft Skills)
(Spiritual Quotient/Intelligence)
(Statistics- Basic)
(Strategic Management)
(Stress Management)
(Stress Management)
(Success in Life or Success)
(Success in Life or Success)
(Supply Chain Management)
(Supply and Demand)
(Talent Management)
(Team Building)
(Telephone Etiquette)
(Three Sixty Degrees Appraisal System)
(Time Management)
(Total Productive Maintenance- TPM)
(Total Quality Management- TQM)
(Training and Development)
(Trainers’ Qualities)
(Transaction Analysis- TA)
(TRIZ- Inventive Problem Solving)
(Value Engineering/Analysis)
(Winners and Losers)
(Work Study: Method Study and Work Measurement)
(Work Methods or Practices: Efficient)
(World Class Manufacturing)
(Writings of Shyam Bhatawdekar on Management)
(Written Communication)
(Zero Based Budgeting)

Counseling: General and Psychological
(Anger Management)
(Children’s Behavior Problems)
(Cholesterol Control)
(Counseling: Psychological)
(Counseling: Psychological)
(Cross Cultural Etiquette)
(Executive Etiquette and Manners)
(Family Counseling)
(Health: Homeopathy)
(LifeManagement: Competencies)
(Life Management: Effectiveness Management: HSoftware)
(Life management: I Am Liberated)
(Marriage Counseling)
(Ownership on Job)
(Parental Responsibilities)
(Qualities of Spouse)
(Quit Smoking)
(Self Development)
(Stress Management)
(Stress Management)
(Swine Flu and Its Prevention)
(Telephone Etiquette)
(Winners and Losers)

About All the Products
(Home Page for All Products)
(Greeting Cards)
(Mobile Phones)

Home Tips
(Home Page for All Home Tips)
(Entertainment: Movies)
(Oscar Award Movies)
(Entertainment: Recommended Hindi Movies)
(Entertainment- Hindi Movies of Your Choice)
(Plagiarized, Copied or Inspired Hindi Movies)
(Health: Homeopathy)
(Housekeeping at Home)
(How to Save Money) or
(Jewelry Design)
(Recipes: Easy to Cook)
(Recipes: Exotic)
(Stories for Children)
(Travel and Sightseeing- India)
(Travel and Sightseeing- World)
(World Heritage Sites)

General Knowledge and Out of Box Ideas
(General Knowledge- GK)
(General Knowledge- Top 5 of Everything)
(General Knowledge- Top 10 of Everything)
(Out of Box Ideas)
(Shyam Bhatawdekar’s Knols)
(Running Commentary on the Run)