How can mentoring help?

How can mentoring help?

Mentoring has value on many levels: it benefits the mentee, the mentor and the organisation as a whole. Less experienced colleagues have the opportunity to gain practical knowledge and support from professionals at a broader professional or managerial level. The process also contributes to individual, organisational and project success in the long term. In this article we take a closer look at what mentoring is and why it is beneficial. We look at the types and stages of mentoring and what skills a good mentor should have.

Mentoring is a patronage relationship between a manager and a less experienced employee.

The meaning of mentoring

Mentoring is a type of patronage relationship, most often between a manager and a usually younger, less experienced employee to support learning, professional or personal development and career progression.

Effective mentors tend to act as role models for their mentees and provide guidance in achieving their goals.

The aim of mentoring

Mentoring helps mentored people to learn from those with more experience and to learn faster than on their own. It also gives them the opportunity to interact not only with their immediate colleagues but also with other managers or professionals.

The benefits of mentoring

A good mentor can help his or her mentee to:

  • learn and gain experience
  • become more efficient in your work
  • learn new skills
  • develop greater self-confidence and self-awareness
  • make better decisions
  • develop your leadership skills
  • communicate better
  • build your network of contacts
  • learn new and different perspectives
  • have a better chance of promotion

However, mentoring is not only positive for the mentee, but also offers many benefits for the mentor:

  • seeing the development of mentored people broadens their own perspectives
  • strengthen your technical, leadership and interpersonal skills
  • get new ideas and new perspectives

Good mentoring can lead to greater career and project success, including promotions, salary increases and new opportunities.

Types of mentoring

Now let's look at how mentoring can happen.

Individual mentoring

This type of mentoring is the most traditional mentoring method. It involves only the mentor and the mentee, and usually pairs a more experienced person with a less experienced or much younger mentor.

Group mentoring

In this model, one or more mentors work together with a group of mentees. This model is often used in schools and youth programmes because there may not be enough time or resources to assign a mentor to each participant.

Peer mentoring

In this model, the participants come from the same role or department, or have common or similar experiences, whether professional or personal. They form pairs to support each other. This can be a group or individual mentoring relationship.

Remote or e-mentoring

Since the outbreak of the coronavirus, there has been a particular surge in the number of e-mentoring cases using technology. Participants interact with each other virtually on online platforms, while retaining a sense of personalisation.

Reverse mentoring

The traditional model is reversed, where a senior professional does not mentor a junior colleague, but vice versa, with the junior mentoring the more experienced. This could be the case, for example, when a young person introduces a new application or technology to a senior person.

Rapid mentoring

This type of mentoring is similar to speed dating and is usually part of a company event or conference. The mentored person has a series of one-to-one conversations with different mentors and usually goes from one mentor to another after a short meeting.

What skills does a good mentor need?

Now let's look at what skills make someone a good mentor!

Attention to value

Listening is the most basic skill a mentor should have. It creates a relationship with the mentored person and a positive, accepting, safe environment that allows open communication.

The ability to actively listen is what enables the mentor to understand the needs of the mentee. Showing interest in and reflecting on what the mentored person is saying. In all cases, it is important that the mentee feels the undivided attention of the mentor.

Discussing your own experiences or giving advice can only come after the mentored person has shared all their problems, questions and concerns with the mentor.

Building trust

Trust is one of the keys to the mentoring process. It can be increased if the mentor keeps the content of conversations and all types of communication confidential. It is also very important to keep scheduled appointments and calls, to be available and to show continued interest, support and honesty with your mentor.

Setting objectives

The mentor should also have personal and career goals and share these with the mentored person. This experience will help your mentee to realise their vision and achieve important milestones. They can also help the mentor to set and achieve their own goals.

What form can this take?

  • transfer of knowledge and skills
  • with thought-provoking questions
  • with case studies
  • reviewing career paths, etc.

Encouragement and inspiration

Research has shown that encouragement is the mentoring skill that is most valued by the mentored. There are many ways to do this:

  • a positive opinion of the mentored person's performance
  • faith in the mentee's ability to develop in his/her professional and personal life
  • support in challenging situations with understanding and words of encouragement
  • sharing the mentor's own mistakes and life experiences with the mentee
  • a conversation about people and events that inspire and inspire
  • introducing other colleagues and role models who can help the mentored person

Process and stages of mentoring

Like most relationships, mentoring goes through stages. Let's look at them now!

Stage 1: Establishing the connection

This is a phase of getting to know each other and building trust. During the first meeting - ideally face-to-face - the exact objectives and expectations are discussed, and the mentor shares his/her experiences and interests.

There is also an agreement on confidentiality and the frequency of contact.

What questions should you ask your mentor at this stage?

  • Tell us a bit more about you, your skills, your organisation or the project environment. What challenges have you faced?
  • What are your expectations and why do you think mentoring is important?

Stage 2: Exchange information and set targets

During phase 2, the relationship deepens further, more information is exchanged and new goals are set. Listening and encouragement are key in this phase.

A mentor can help with a wide range of issues to address the challenges you are facing. For example, the mentored person may want to improve their skills in a particular area, or may need guidance in making an important decision.

Goals are useful because they help the mentee to see the bigger picture, not get bogged down in day-to-day tasks and problems.

It is important to teach the mentored person to return regularly to their goals, to focus on achieving them and to measure progress.

Stage 3: Achieving goals, deepening commitment

Stage 3 is typically the longest. During this period, discussions, written materials, various learning and development activities help the mentored person to achieve his/her goals. It is also during this phase that other professionals and supporters are involved, if necessary.

It is essential to keep encouraging the mentee to think differently and explore new ways.

It is also worth looking at the following:

  • What have been the benefits of the relationship so far? How far have the objectives been achieved?
  • What changes have you seen in the mentor's personality and attitude?
  • What adjustments are needed?

Stage 4: Closing the formal mentoring relationship and planning for the future

The following should be reviewed at the end of the mentoring process: 

  • Reflecting on achievements, challenges and progress.
  • What was the most memorable part of the mentoring process?
  • What challenges does the mentored person face?
  • What additional support is needed and how will it be provided?

Conclusion

Mentoring is a very driving force in the life of organisations and projects. It helps newcomers to gain experience and it is also beneficial for managers, because they can discover new perspectives and solutions while working with the mentor.

The process has a positive impact on both team member performance and organisational or project results. It is therefore also a useful leadership competence. If you want to develop your leadership skills, check out our current training courses!