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Mentoring |
Mentoring
- An Integral Relationships
In most cases mentoring is a one-one relationship between an experienced and a not so experienced employee. It is a relationship that banks heavily on trust, openness, respect and a willingness to learn and share. It has a number of benefits, which is why today a large number of companies are ensuring that there is a formally acknowledged mentoring relationship. The mentees are given a choice of mentors to chose from. The benefits of this is: The learning and development process is enhanced Retention of valuable staff and lower turnover Build business expertise and the company’s skill base Develop future leader Build a conducive coaching/mentoring culture within a company Build a formal and informal network across the various departments within a company Conventionally we always imagine a mentoring relationship to be one is to one. In reality there a number of models and an organization needs to assess the one best suited to it. Else a company can chose a mix of mentoring styles: One on one - This is the classic model where an experienced employee develops and enhances the growth of a less experienced person. One on many - This takes the form of a group learning process. Here one mentor helps a whole group that shares a common goal to develop and meet these expectations. Many on one - Here one staff member assesses a number of mentors who specialize in different areas so as to gain optimum knowledge in a diverse range of topics. Team mentoring - In this process team members share skills and knowledge with each other to build the performance of the group. Peer mentoring - Employees of a similar level guide and coach each other. External members - Mentors outside of the company act as consultants and help with skills or knowledge that are not available within the company. Any organization can suit themselves with a mix of the mentoring models, however what is important and necessary is a framework that supports, helps and encourages the process. The company’s work style and the number of people involved will determine the elements of this framework. An agreement - this helps to set the shape and form of the relationship. This includes time and duration as also rules - this will guide the way the mentor and staff member conduct their relationship. This will help participants to support their activities. Learning Journal by the mentor - Here the mentor can note ideas and observations about their learnings and determine how these can be applied to further develop their relationship. Learning log by the staff member - Here the staff member can note ideas and observations about there learnings and list skills and knowledge they need to acquire. these can then be discussed with the mentor. Review period - every month, both parties should evaluate how they are benefiting from the relationship and discuss any areas they would like to improve. The mentoring process is essential and critical for any company to grow and develop. The benefits are all listed above and a comapny should decide for themselves the process which will best suit them. Graphic
Done By Himani
New
Articles |
It
is now an established fact that a mentor - mentee relationship is
important and integral to a company. This forms a symbiotic partnership
which gives employees the opportunity to share their professional
and personal expertise, knowledge, skills and experience to grow
and develop themselves.