Mentoring

Recognizing the important role of mentors in the careers of successful people has led an increasing number of organizations and corporations to establish formalized mentor programmes. Mentor connections have been created to orient new employees, foster executive development, assist in career advancement, improve job performance, lower employee turnover, enhance creativity and increased leadership potential (RMIT n.d.).

What is mentoring?
.Whenever you read a collection of stories on successful women or men commenting on their career, you will inevitably find reference to a mentor. Mentors or sponsors can play a very important role indeed in assisting colleagues younger, or less experienced than themselves in understanding the organizational or disciplinary culture in which they work; in introducing them to conventions of publishing, to colleagues, to opportunities. It is an alerting relationship where a more experienced colleague shares with a colleague experience and expertise. It is very much about opening doors ― to understanding, to opportunities, to people. Anyone who has been mentored knows the very great benefit they have received. Anyone who could have but not mentored does not know of the very great satisfaction mentoring relationships give to the mentor as well..

Source: Ingrid Moses in the Introduction to Rolfe-Flett, 1998.

Benefits of mentoring
For individuals who are mentored, it may be a way to: (a) receive encouragement and support in the workplace; (b) discuss their career aspirations and options; (c) develop new skills and knowledge; (d) increase confidence by having a more senior staff member monitor personal professional progress; (e) encourage and assist in career planning; (f) expand personal and professional networks; (g) have an insight into the organization as a whole; and (h) assist in the management of change.

For those who provide mentoring, it may be a way to: (a) enhance skills in coaching, counselling and interpersonal skills; (b) gain satisfaction from helping a colleague develop; (c) obtain a sense of professional recognition; (d) obtain the satisfaction of contributing to another person’s professional development; (e) have the opportunity to reflect on what she/he has learned in the workplace; (f) have a new insight into another part of the institution; and (g) to have an opportunity to contribute to the institution as a whole.

For organizations mentoring may result in: (a) attraction and retention of valued staff; (b) improved communications and staff relations; and (c) development of the skills of individuals and thereby the capacity of the organization.

Many mentees achieve exactly what they aimed to. Others find that new directions open up. A successful pairing results in increased self-esteem in the mentee and a greater sense of capacity and satisfaction for the mentor.

Source: Rolfe-Flett and RMIT, n.d.