Coaching and mentoring are more similar than they are different. They are both developmental dialogues and use the same skills of listening, questioning, giving feedback etc., therefore they are often used interchangeably. Coaching is normally an assignment focused on behaviour and performance in a current role, with a shorter-term focus. The coach, mostly an external […]
A short check list for mentees What should a mentee do? Consider what you need a mentor for? Be prepared to be open Expect and welcome challenge Allocate sufficient time for preparation and the mentoring session Accept the mentor as a conscience Be realistic about the mentor as a role model
A short guide for mentees 1. What is Developmental Mentoring? Having a mentor can be one of the most powerful developmental relationships a person will ever experience. Hundreds of thousands of people from all walks of life and at all stages of their careers are able to point to deep, personalised learning they have obtained […]
Mentoring is a relationship in which a more experienced/knowledgeable person (mentor) helps to guide and support a less experienced/knowledgeable person (mentee). It is a learning and development partnership between someone with greater experience and someone who wants to learn from them. Traditional mentoring is a 1:1 meeting in a “safe-space” between mentor and mentee, typically […]
“Mentoring is an important approach for talent development professionals. Because it provides an enormous positive impact. In a competency-driven organisation, effective knowledge transfer and knowledge management cannot just be a bullet point on a strategic plan. Organisations that will excel will be those that are best able to create cultures that truly value knowledge capture […]
Most common is the traditional mentoring, i.e. a 1:1 talk between mentor and mentee, 1 to 1.5 hours every 2 to 6 weeks, on-site or remotely, there are a few other formats, such as: Job-shadowing: The mentee follows the mentor like a shadow and is learning by assisting and observing during one day to four […]
(discussing traditional mentoring) First, it is a voluntary investment of both sides, however it is low: In average it is a one hour talk per month. Plus for the mentee half an hour to prepare the meeting and half an hour to reflect afterwards (process learnings), plus about one hour for the induction briefing and […]
Because there are many benefits with low investment in time, such as: Gain practical advice, encouragement and support Support in transitions – “the mentee feels less isolated” Provided with a “sounding board” and receives constructive feedback Accelerated skills (and personal) development Increase in confidence and motivation Become more empowered to make own decisions Last but not least, mentoring provides “a […]
Coaching and mentoring are more similar than they are different. They are both developmental dialogues and use the same skills of listening, questioning, giving feedback etc., therefore they are often used interchangeably. Coaching is normally an assignment focused on behaviour and performance in a current role, with a shorter-term focus. The coach, mostly an external […]
It is important to connect regularly, particularly in the first months of the relationship. Good practice recommends meeting every 4 – 6 weeks for an hour to an hour and a half. More frequently than that and there is a risk that mentors get too involved in the detail and less frequently, means that you […]
For example, mentors who have not been induced often tend to spend far too much time talking and not enough time listening. Broadly speaking, where neither mentor nor mentee is briefed in their roles, only about 30% of relationships deliver significant learning. Where mentors are trained, the proportion rises to about 60%. Where both mentors […]
Generally, anything said between mentor and mentee should not be repeated elsewhere without the express consent of either party. However, there are exceptions to this, mentors will need to respect organisational policies on reporting of bullying or sexual harassment and there may be legal obligations that might apply. Further, the mentoring relationship is private, in […]