Definition of mentoring?

WHAT IS MENTORING?

mentor: (noun) an experienced and trusted adviser.

mentoring: (verb) advise and train someone.

WHAT IS A MENTOR?

A mentor is someone with valuable experience and knowledge who offers guidance and support. In mentoring programs, mentors are not just advisers; they are guides that help promote professional growth and skill development within the company. They share insights and are able to open doors that might otherwise remain closed to a mentee. A mentor’s role is diverse, and often extends beyond simple advice-giving. They may perform various mentoring functions, sometimes acting as a coach, a connector, or even a challenger, to help their mentees reach their full potential. It’s not unusual for a mentee to have more than one mentor, as each can provide unique, invaluable perspectives and expertise.

WHAT IS A MENTEE?

A mentee is someone who is eager to grow, learn, and develop professionally or personally, and who engages with a mentor for this purpose. They are not passive recipients of a mentor’s wisdom, but rather active participants in their own development journey. The mentee’s role is to be open, curious, and ready to transform the knowledge and advice they receive into meaningful progress in their career or personal life.

WHAT EXACTLY IS MENTORING?

Broadly speaking, the Oxford Dictionary offers an adequate definition of mentoring. But in practice, Australian and U.S. organisations employ a broad spectrum of mentoring approaches. At one end of the spectrum are mentoring relationships that focus on the extensive experience of the mentor. The expectation is that the knowledge, power, and influence of the mentor will assist the mentee in achieving their career objectives. These relationships are often long-term and sometimes confused with line management roles.

At the opposite end of the spectrum, the focus shifts to the mentee. The emphasis is on the personal insights and intellectual challenge that can be gained through interaction with a mentor. It is expected that the mentee will lead the relationship, inviting the mentor into their own inner dialogue to assist in working through complex career decisions. These types of relationships are more often than not fostered through formal programs that tend to be short-term and are designed not to be intertwined with hierarchical roles.

DEVELOPMENTAL MENTORING

One possible mentoring style that you may use is developmental mentoring. When it comes to developmental mentoring, the focus is on the personal development of the mentee. The hierarchical status of the mentor is not as significant as the learning potential they have to offer. This approach opens the door to new mentoring formats such as peer-mentoring and reverse-mentoring.

Peer-mentoring usually takes place between people at the same hierarchical level, where one person (mentor) has experience that the other (mentee) does not.
In reverse-mentoring (upward-mentoring), the mentor is lower down the organisational hierarchy than the mentee, but has experience and knowledge that the mentee lacks.

HOW DOES MENTORING DIFFER FROM COACHING?

Coaching in a business environment is primarily focused on assisting people with their current performance to “get them fit” for either their current role or their next position. Mentoring, however, is a learning relationship, and is generally focused on long term career development. The primary purpose is to drive personal growth, building skills, knowledge, and understanding. Mentors may use coaching skills in their conversations, but typically the mentor role is wider than that of a coach and may include opening doors, making connections and sharing experiences.

WHEN TO USE MENTORING

Many organisations have found that a strong mentor-mentee program means staff are more likely to interact with and retain the information they are being taught.

The NSW Government Department of Primary Industries, for example, reported that at the end of their three year long mentoring program, 90% of mentors felt that the program positively impacted leadership capacity, and 70% of mentees felt more optimistic about their career. It’s easy to see why these statistics are so high when, currently, looking at LinkedIn’s research, mentoring comes in first (page 34) for its effectiveness when compared against other possible Learning & Development program areas.

In choosing the right application for mentoring, it has been found to be particularly appropriate for increasing employee retention (see Retaining Staff Through Mentoring), facilitating cultural shifts, and encouraging organisational diversity (such as promoting more equal female-to-male staff rates, like our WIMNet case study explores). It is often used to support talent programs, so that participants get the most they can from their involvement by using a mentor to help them embed learning. Mentoring can also be used to encourage ethical behaviour within an organisation (see Ethical Mentoring).

HOW TO FIND A MENTOR

Identifying the Right Mentor

Finding the right mentor is a key step in your professional journey. Start by identifying what you want to achieve in your career or personal development. This clarity helps in pinpointing the kind of mentor who can guide you effectively. Look for someone whose expertise aligns with your goals and who exhibits qualities that resonate with your values.

Where to Look

In Your Workplace

Often, a great mentor can be found within your own organisation. Look for experienced individuals who demonstrate a willingness to share their knowledge and invest time in others’ growth.

Professional Networks

Attend industry events, join professional associations, or engage in online forums related to your field. Networking can uncover potential mentors who are outside your immediate circle.

Mentoring Programs

Many organisations and associations offer formal mentoring programs. These are structured to match mentors with mentees based on specific goals and interests. Programs can also be structured with an organisational or industry outcome in mind; for example, encouraging more women into a male-dominated industry, or attracting new talent to a specific sector.

INITIATING THE RELATIONSHIP

Once you’ve identified a potential mentor, approach them with respect and clarity. Express your admiration for their work and explain why you believe they would be a great mentor. Be specific about what you’re hoping to learn and how you think they can help. Remember, mentoring is a two-way street. Be open to feedback and willing to invest time and effort into the relationship. It’s also important to respect their time and boundaries, as mentors often juggle their own responsibilities alongside mentoring.

SETTING EFFECTIVE MENTORING GOALS

Setting clear and achievable goals in your mentoring course not only guides the mentoring relationship, but also ensures that it aligns with the broader objectives of your organisation. So, how do we define these goals? It begins with understanding what both the mentor and mentee aim to achieve. This could range from professional development to mastering specific skills.

In formal mentoring programs, goals are what keeps the relationship focused and meaningful. For example, if a mentee aims to improve leadership skills, the mentor’s role is to provide guidance and opportunities to develop these skills. It’s not just about one-on-one interactions, however; sometimes, group mentoring can be involved, which allows the mentee to learn from multiple mentors. This approach broadens the mentee’s learning horizon by offering diverse perspectives and experiences.

The beauty of mentoring lies in its flexibility. Whether it’s about career progression, skill enhancement, or personal growth, goals can be tailored to fit each unique mentoring relationship. By ensuring these goals resonate with your organisation’s vision, mentoring can become a powerful tool that fosters a culture of continuous learning and development.

HOW TO START A MENTORING PROGRAM

Want to find out if you’re ready to launch a mentoring program? Take a look at our Mentoring Program Readiness Self-Assessment tool to ensure you’re well-prepared. You can also take a look at our blog for more learning material. Alternatively, contact us. We will talk you through the whole process and help in developing a personalised mentoring program that meets the specific needs of your organisation.