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Work mentoring refers to a relationship in which a more experienced and knowledgeable person, referred to as the mentor, offers guidance and support to a less experienced and knowledgeable person, referred to as the mentee. Work-place mentoring is meant to help the mentee acquire appropriate skills, knowledge, and experience in the professional role besides support and direction that will help navigate career-related challenges and opportunities.
Mentors can give the confidence and essential skills to their mentees to perform their professional goals in the right way and perform effectively at their workplace. Furthermore, a mentor can support a mentee develop new leadership skills and building relationships at work, useful for the organisation, too.
A workplace mentor plays the very important role of guiding and supporting the less-experienced employees (mentees) toward developing their skills, as well as guiding them throughout their careers.
The mentor provides career advice, shares knowledge of the industry, and helps in attaining the professional development of the mentee. It also increases the confidence of the mentee and brings an atmosphere at work.
A mentor essentially functions as a guide and role model who nurtures professional development and contributes to achieving a mentee’s performance objectives.
A good workplace mentor contributes knowledge, skills, and specific behaviors that help his or her mentee grow and develop.
Knowledge
Skills
Behaviours
Follow through on examples of mentor leadership while mentoring.
A workplace mentoring contract will have to ensure that the relationship is of quality and ethical by having the following key elements in place:
Both parties must sign the contract, therefore proving their mutual agreement for the mentoring relationship.
A mentoring model allows an organisational structure in which an effective workplace relationship, well-managed, can thrive. The roles and expectations of the mentor and the mentee are defined clearly, thus supporting both to work through shared responsibilities in this model.
The model ensures clear goals, regular communication, and available continuous feedback. This also supports professional development through reflection with a guide and personal growth through experiential learning and reflection.
For instance, the GROW model sets both parties’ goals, analyzes progress, explores solutions, and commits to action steps. Periodic reviews keep the mentoring relationship working in both individuals’ and organisations’ best interests.
Several tools and techniques can be used to facilitate effective workplace mentoring, such as diagnostic tools and those for learning preferences, and the following can be applied:
Maintaining simple records of workplace mentoring can help trace progress, provide accountability, and allow for continuous improvement. These are meant to be a reflection tool for the mentor and mentee on what has been covered in the mentoring process, as well as on what should be further developed; these also help monitor whether or not goals are being achieved.
Measurable details to record would be the dates of the meetings, issues discussed and considered, updates in progress, agreed actions, and both parties’ feedback. More importantly, records can be useful for future mentoring sessions and serve to evaluate the general success of a mentoring relationship.
Barrier: Inability to meet due to busy schedules.
Strategy: Schedule frequent brief meetings and offer time management training.
Barrier: Incompatible work styles or goal sets.
Strategy: Set clear expectations and match mentors with mentees based on skills and interests.
Barrier: Poor mentoring guides inexperienced mentors.
Strategy: Offer mentor training and provide ongoing support and guidance.
Barrier: Fear of negative evaluation prevents honest feedback.
Strategy: Create a growth mentality and learn about giving/receiving constructive feedback.
Barrier: Cultural misunderstandings.
Strategy: Cultural awareness education, and encourage open communication with one another.
Barrier: No resources or recognition for mentoring.
Strategy: Plan your program and get leader support.
Barrier: Unrealistic goals are frustrating.
Strategy: Set clear, achievable goals up front and review them regularly.
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