The Actual Way to Get Mentored
- February 23, 2019
- Posted by: WayMaker Learning
- Category: Blog
The Cambridge dictionary defined mentoring as the act or process of helping and giving advice to a younger or less experienced person, especially in a job or at school. While the Oxford dictionary defined mentoring as the training and
The mentor has two major functions is in helping the mentee; The career-related function which establishes the mentor as someone who provides advice to enhance the mentee’s professional development. The other aspect is the psychosocial function that establishes the mentor as a role model to the mentee. Both functions provide unmistakable lessons related to professional development as well as general work–life balance.
Research has revealed that mentored individuals are more satisfied and committed to their professions than non-mentored individuals (Wanberg, Welsh, & Hezlett, 2003). It was also revealed that mentored individuals often earn higher performance evaluations, higher salaries, and faster career progress than non-mentored individuals.
There are three stages in mentoring;
The initiation stage: This is the point where two individuals enter into a mentoring relationship agreement, the matching process usually occurs through professional or social interactions between potential mentors and mentees. A mentees search for an experienced, successful people whom they like and perceive as good role models.
The mentors also search for talented people who are “teachable.” Researchers have termed this stage as a period when a potential mentee proves him- or herself worthy of a mentor’s attention. Both parties seek to justify the extra time and effort required in mentoring.
The cultivating stage: The cultivation stage is
Mentors provides valuable advice on how to thrive and survive; although they might lack organizational power to directly intervene on behalf of the mentee if the mentor is not in the same organization with the mentee.
The psychosocial usually emerges after the mentor and mentee have established a concrete interpersonal bond. Within this function, the mentor can accepts and confirms the mentee’s professional identity and the relationship matures into a strong friendship.
The cultivation stage is a positive one for both mentor and mentee. The mentor impacts the mentee with valuable lessons gained from the mentor’s experience and expertise. The mentee can also teach the mentor important lessons related to new technologies, new methods on solving emerging issues in the field.
The separation stage: This stage is known as the end of a mentoring relationship. The relationship may end if there is nothing left to learn, or if the mentee may want to establish an independent identity, or the mentor may send the mentee off just as you graduate from school to practice all you have learnt.
Another reason for separation could be tension between the mentor and mentee, when one party wants to terminate the mentoring relationship. The mentees may feel abandoned, or unwilling if they perceive the separation to be premature. The mentors may feel used if the mentee no longer seeks their support.
The redefinition stage: If the relationship between the mentees and the mentor survives the separation stage, both the mentor and mentee can continue their relationship but it will not be the same as their mentoring relationship.
At this stage, the relationship will evolve into a collegial relationship or social friendship. The focus of the relationship at this stage is no longer centered on the mentee’s career development.
TYPES OF MENTORING
This mentoring style is the most common mode as it pairs one mentor with one mentee. It allows for the two parties develop a personal relationship in which the mentor is able to provide individual guidance and support to the mentee.
Resource-based mentoring is quite similar to the one-on-one mentoring. The most crucial difference is that mentor and mentee are not matched by the person in charge of the program. While in this system, mentors agree to have their names added to a list that mentees are able to choose from.
Group mentoring is the type where a mentor works with many mentees at the same time. The group meet regularly to discuss a particular topic. This group is usually the mix of senior and peer mentoring as everybody gives opinions and shares experience. The challenge with group mentoring is that it could be very difficult to schedule meetings that accommodate everybody, and
This system combines mentoring with a specific training program. A mentee gets a mentor attached to him/her in order to help him develop skills and competencies that will be covered in the courses the mentee is enrolled in. Training-based mentoring limits the ability of the mentees as it main focus is on the subjects being taught rather than the overall development of the mentee.
This is a system where executives who have reached a high level of success and expertise get to share their knowledge, expertise, and experience making sure that all they know does not leave with them when they retire. The executive mentoring system is very effective and efficient when it’s done on a one to one a basis, most especially when the mentees are being trained to take over the position from the mentor.
Mentoring is a powerful tool in career development, this is why early career professionals are advised to find mentors, either informally on their own, or to participate in formal mentoring programs. Regardless of how the parties are matched, etiquette demand that the relationship be conducted in a professional manner with consideration and respect for both individuals.
IMPORTANCE OF MENTORING
According to the survey carried out by the American Society for Training and Development, over 75% of executives say mentoring has been critical to their career development. This is to say that regardless of where you are in your career journey, you need the guidance of someone who has walked the path to help you succeed. Mentoring is a professional activity built on a trusted relationship and a meaningful commitment. Therefore, the importance of mentoring cannot be over
Why is mentoring important?
There are various reasons why mentoring is important and we will list the five that we believe to be the most important.
There are lots of mentor-mentee relationships that are short-lived, if you hit it off with your mentor/mentee, you can build a strong relationship through which you and your mentor can continue to collaborate for the rest of your career. This will give you the resources you need to maintain a successful business/career.
Better decision making skills
A great mentor can help boost your confidence in making better decision when faced with a difficult business situation. Likewise, an incredible mentors will praise you when you make good decisions. Seeing your self-confidence level rise this way will help you stand by your business decisions.
An opportunity to give back
The benefit of mentoring is not limited to the mentee alone. This is to say that mentoring benefits both sides ( Mentor and Mentee). Mentors also
Developing key skills
Mentoring help in developing the key skills needed in surviving all aspects of life. For Example, if you’re finding it difficult to communicate your ideas or reasons behind a project direction to your subordinates or colleagues, mentoring can help you improve on how you communicate with your subordinates. This will help you understand the nitty-gritty of how to pass your message across.
A different Approach
A good mentor will help you view issues,ideas, and situations from an angle completely different from how you would have viewed it on your own. An experienced mentor who has handled situations and problems in the past can easily help you understand how to approach different issues in different ways.
Basic Statistics on Mentoring or Contributions of Mentoring
According to a five years study carried out by the Centre for Addiction and Mental Health, it was discovered that young men and women who had mentoring opportunities are more confident to succeed with school, work and adjust better in society. Boys who had mentoring relationships were less likely to be affected by peer pressure and saw the value and importance of education.
In a study conducted at Durham University in 2009, mentee respondents claimed that having access to a mentor helped them with an extended induction covering policy and guidelines, understanding the university and dealing with staff as well as developing a network of enabling relationships.
The Human Resources of Sun Microsystems analysed about 1000 employees over a five year period and found the following:
- Mentors and Mentees are 20% more likely to get a raise compared to those who didn’t participate in a mentoring programme.
- Employees who have mentors were promoted five times more than those who didn’t have mentors.
- Mentors were six times more likely to get a bigger job/role.
Why do I need a Mentor?
Learning on a new job, adjusting to a new role, implementing a new project or running a business for the first time are situations you will find yourself at one point in your career. While at it, you want to beat the learning curve and ensure performance objectives do not suffer while gaining on the job experience. One of the quickest ways to beat this situation, according to research, is to get a Mentor. A good example is that of Facebook Founder, Mark Zuckerberg and his millionaire mentor Marc Andreessen. Mark was able to steer the affairs of Facebook to a digital behemoth because he has an experienced mentor who helped him with headhunting, growth and funding.
Mentors are a spare brain to pick, a provider of leverage, a support system and more importantly a push in the right direction. Mentors provide information that is not easily available or referenced due to their position or experience. More importantly, mentors are connectors. This could be the greatest need of an individual especially while job hunting, or even a small business that needs paying customers or a startup with needs for funding.
Where Do I Get A Mentor?
The demand for mentors has skyrocketed in recent years. A recent survey by Monster.co.uk found that over a quarter of people (28 per cent) want a mentor, but many have no idea how to go about finding one. When looking to connect young people coming out of school with those currently working in the creative/technology industries, the demand for mentors far outstrips the supply. The need for mentoring programme led to this initiative and in partnering with technology-driven businesses, that is moving towards mentor-focused initiatives to create the MeetMentees.com platform.
Young people are offered the chance to begin building their own network. It can provide them with the confidence and opportunities to consider opportunities which might have previously been closed off to them.
MeetMentees.com provides services to clients who are seeking the guidance of a mentor in different areas of life, which will aid a choice that is beneficial to them. MeetMentees.com offers a variety of services, all revolving around the need for mentoring to aid the mentee’s career, relationships, skills, personal life, and overall performance and development.
Meetmentees.com is a dynamic and simple system that can help mentees identify several mentors who can address a variety of personal, career-related or business needs. A successful mentorship program often evolves into friendships with both partners learning and providing support for the other.