In the workplace mentoring is a popular way for businesses to integrate new workers as seamlessly as possible. (1)
has a two-way street of benefits for both parties, the mentor and mentee. But
more importantly it has his benefits to companies. As the mentor and mentee keep developing
their relationship the company culture will get more positive, that will
combine the best qualities of the individuals, regardless their age. (2)
culture to the company and all workers can contribute their ideas to the
company. The internal networks will get stronger and the teamwork will
increase. Being a successful individual is not enough to be a good mentor.
To be a good mentor you have to have the disposition and desire to help and develop other people. A mentor must have the willingness to reflect on and share his/her own experiences including failures. Furthermore, a good mentor must have organizational knowledge expertise and skills. (3)
programs are getting more and more popular in companies around the world. But
to have a successful mentoring program matching mentors and mentees are not
While a good mentoring relationship can
develop naturally time has shown that helpful guidelines and milestones can
lead to a workplace that is structured and have more formal approaches.
programs can vary depending on the size and culture of an organization also the
needs and desires of the companies are different. The first a company must do
is define their mentorship to his employees, this includes what is expected
from the mentors but also from the mentees and most importantly what are the
goals of the mentorship program. (1)
step for the company is to choose their mentors and mentees during this process
learning objectives that they will pursue together can be set. By setting goals
and objectives gives mentors a chance to verify their commitment and knowledge to
teach the what mentees wants or needs to learn.
setting timelines, not only progress milestones but defined end points, this
way the pairs can stay focused. Because a mentorship relationship is on the
long run the tracking of the process can get harder, by having timelines the
progress can be supervised. to stay successful not only mentees but also
mentors can be trained as well, to learn new strategies and techniques to keep
the relationships strong.
Lastly providing the right tools and resources can support mentors and mentees during their developments. (2)
Mentoring is a professional relationship in which an experienced person is assisting another less experienced person in developing certain skills and knowledge. By mentoring the mentor is enhancing a person’s professional and personal growth. ( 1 )
has a myriad of benefits. A good mentoring process can lead to greater career
successes which can includes promotions raises and increased opportunities.
Organizations who are embracing mentoring manages to get higher employee engagement, retention and knowledge sharing. (2)
Furthermore, it enhances strategic business initiatives, reduces turnover costs, improves productivity of the employers.
The relationship of mentoring is a joint venture that must be managed and nurtured. It requires that both parties must care and feed actively.
Mentoring is not only about giving advice or passing on your experience in a particular area or situation. This relationship is about motivating and empowering the other person to identify their own issues and goals.
Mentorship is a relationship in which a more experienced or more knowledgeable person helps to guide a less experienced or less knowledgeable person.
The mentor may be older or younger than the person being mentored, but he or she must have a certain area of expertise. It is a learning and development partnership between someone with vast experience and someone who wants to learn. Interaction with an expert may also be necessary to gain proficiency with/in cultural tools. Mentorship experience and relationship structure affect the “amount of psychosocial support, career guidance, role modeling, and communication that occurs in the mentoring relationships in which the protégés and mentors engaged.”
The person in receipt of mentorship may be referred to as a protégé (male), a protégée (female), an apprentice or, in the 2000s, a mentee. The mentor may be referred to as a godfather or godmother or a rabbi.
“Mentoring” is a process that always involves communication and is relationship-based, but its precise definition is elusive, with more than 50 definitions currently in use. One definition of the many that have been proposed, is Mentoring is a process for the informal transmission of knowledge, social capital, and the psychosocial support perceived by the recipient as relevant to work, career, or professional development; mentoring entails informal communication, usually face-to-face and during a sustained period of time, between a person who is perceived to have greater relevant knowledge, wisdom, or experience (the mentor) and a person who is perceived to have less (the protégé)”.