MENTORING - An Innovative Approach

Quite recently a programme has been established that trains people to become business mentors to others who are setting up their own business. This may sound new to Malta, mentoring has been around for a very long time and is currently being promoted actively in the United States and throughout Europe.

More and more organisations are looking to create mentoring programs. Mentoring should be seen as a way of life rather than a program or a stand-alone project. If mentoring is to be successful, it must become a priority. If mentoring is to be taken seriously and if key personnel are to devote time and energy to helping others, they must see how mentoring relates to the success of the all parties concerned.

What is Mentoring?

Taken from the Greek word meaning "enduring" mentoring is defined as a relationship between a facilitator/teacher and a protg or mentee. It is a power free, two-way relationship. Mentors become trusted friends and advisors to the mentee. Through continued involvement, the mentor will offer support, guidance and assistance as the mentee goes through a difficult period, faces new challenges or works to enhance their current situation.

Mentoring is: the process in which successful individuals go out of their way to help others establish goals and develop the skills to reach them.

Mentoring can help you: acquire skills, open doors, increase confidence, widen your perspective, avoid many errors, otherwise enhance your career and life, and help your organization succeed.

A mentor is usually an experienced person who acts as a coach, challenger or motivator - and just to mention a few famous mentors and their mentees:

Dr Martin Luther King was mentor to Jesse Jackson
Richard Burton was mentor to Sir Anthony Hopkins
Archimedes was mentor to Galileo
Christian Dior was mentor to Yves Saint Laurent
Qui-Gon Jin was mentor to Obi-Wan Kenobi (Star Wars)

Relationships

There are two types of mentoring - natural mentoring and planned mentoring. Natural mentoring occurs through friendship, teaching, coaching and counselling. Planned mentoring occurs through structured programmes in which the mentors and mentees are selected and matched through a formal process.

The role of the Business mentor is a very important and vital one. He or she can provide professional advice and guidance, which has been gained through their own experience. It is an opportunity to pass on the knowledge you have, to help others to grow and develop, to be part of something new - to give back and prepare others for the future. Effective mentors share not only what they know, and whom they know, but also what they have become.

Qualities of a successful Mentor

Mentors will listen actively, empathise and build trust by connecting personally with each mentee. They will share their own successes and challenges, follow through on promises, and keep shared confidences. Encourage and praise and otherwise positively reinforce the mentee by showing that they believe in them, that they can do it. They will provide a personal commitment to be involved and to see the mentee through good and bad times. The mentor is there long enough to help make a difference

Inspiring the mentee and expecting them to excel, and being able to infuse them with thoughts and feelings that enable them to do so. Provide inspiring quotes, stories, and personal examples. Yet the mentor must also be prepared to provide corrective feedback and let the mentees know when they are not going in the right direction in firm yet kind ways.

Respect for the mentee and their abilities as well as the right to make their own choices - the mentor's way is not better nor does the mentee need to be rescued - they need a guide and advisor, not someone to tell them what to do and how to do it.

The mentor will also open doors and help the mentee to meet people and find the other resources they need. The mentor will promote their mentee's abilities and accomplishments whenever they can. A good mentor will also be able to see solutions and opportunities as well as the barriers and problems they could be facing.

What are the benefits of having a Mentor?

There are many benefits to having a business mentor and many people will agree that the mentees' will receive enormous benefit from their mentor. As we become more successful, we become even more tied down to our work responsibilities - not many realise that it only takes an investment of 5 hours a month (after the initial 5 week training programme) of their time to serve as a mentor.

Mentors will also learn from their mentees. They may have knowledge you don't have or may even be able to teach you a particular skill. In the process, mentors learn more about themselves as well! Here is an ideal opportunity to impart values, attitudes and skills; to provide a clearer understanding of problems faced by other people; increased recognition from peers and superiors within the business community. If you are in management you could be assess on your capability of being able to recognise and develop talent. Then of course there is the sense of satisfaction, achievement, pride and contentment of playing such an important role in your mentee's career.

Mentoring Process

In the first phase, laying the foundation is established. As the two partners get to know each other, boundaries are set as to what each expects of the connection. As they begin to learn more about each other and become comfortable, trust is established. They reach a point where they can discuss things openly and honestly.

The next phase, clarifying the direction, the mentor helps the mentee look at realistic possibilities and options. Together they develop a plan to help the mentee reach his/her goals and aspirations. The mentor's roles in this phase are primarily as a coach, a motivator, and a teacher. He/She devotes more time to this phase than any other, focusing on providing detailed information on many workplace issues, procedures, sharing the benefits and insights of his/her experiences. It helps to give examples of good or bad experiences, share what did or didn't work along the career path, and suggest pitfalls to avoid. During this time, the mentor gives a lot of praise and builds the mentee's self confidence.

During the third stage, the mentor is helping the mentee grow and will serve more as a counselor, guide, and door opener. The mentor persuades the mentee to find answers on his/ her own. The mentor also prods the mentee to take risks, try new strategies, ask questions, and make discoveries. Some of the activities a mentor might recommend to his/her mentee during this period are: training, updating their resources and information or attending conferences.

So in summary, a mentor should be - supportive, patient, respected, people-oriented, a good motivator, respectful of others, an effective teacher and self-confident! A mentor can expect his/her mentee to be competent, credible, ambitious, eager to learn, loyal, and candid; have a positive attitude; and be able to listen, work as a partner, keep confidences, and accept responsibilities.

So do companies need a Human Resources Department? What do you think?