Mentoring Pathways—The Mentoring Relationship: You have to want it! (Part 3) | francinebavay.info
The mentor-mentee relationship is a very important one in an o It should be based on mutual trust and definition and recognition of each. There are clear benefits to having a mentor. Follow these six tips to ensure you are making the most out of your mentor-mentee relationship. Much like any other relationship, a mentor-mentee relationship takes work The Merriam-Webster dictionary defines a mentor as a trusted.
Historical[ edit ] William Blake's watercolor of "Age teaching youth", a Romantic representation of mentorship.
Blake represented this type of relationship in many of his works, including the illustrations of his Songs of Innocence. The original object is currently held by Tate Britain  The roots of the practice are lost in antiquity. The word itself was inspired by the character of Mentor in Homer 's Odyssey.
Though the actual Mentor in the story is a somewhat ineffective old man, the goddess Athena takes on his appearance in order to guide young Telemachus in his time of difficulty. Historically significant systems of mentorship include the guru—disciple tradition  practiced in Hinduism and BuddhismEldersthe discipleship system practiced by Rabbinical Judaism and the Christian church and apprenticing under the medieval guild system . In the United States, advocates for workplace equity in the second half of the twentieth century popularized the term "mentor" and concept of career mentorship as part of a larger social capital lexicon which also includes terms such as glass ceilingbamboo ceiling,  networkingrole modeland gatekeeper —serving to identify and address the problems barring non-dominant groups from professional success.
Mainstream business literature subsequently adopted the terms and concepts, promoting them as pathways to success for all career climbers. Inthese terms were not in the general American vocabulary; by the mids they had become part of everyday speech.
Sowing is necessary when you know that what you say may not be understood or even acceptable to learners at first but will make sense and have value to the mentee when the situation requires it.
Here the mentor chooses to plunge the learner right into change, provoking a different way of thinking, a change in identity or a re-ordering of values. You show what you are talking about, you show by your own behavior. The key questions here are: Different techniques may be used by mentors according to the situation and the mindset of the mentee, and the techniques used in modern organizations can be found in ancient education systems, from the Socratic technique of harvesting to the accompaniment method of learning used in the apprenticeship of itinerant cathedral builders during the Middle Ages.
Posner  advise mentors to look for "teachable moments" in order to "expand or realize the potentialities of the people in the organizations they lead" and underline that personal credibility is as essential to quality mentoring as skill. A senior editor mentors a junior editor. A new and upcoming trend is having multiple mentors. Having more than one mentor will widen the knowledge of the person being mentored. There are different mentors who may have different strengths.
Mentorship - Wikipedia
Profession or trade mentor: They know the trends, important changes and new practices that you should know to stay at the top of your career. A mentor like this would be someone you can discuss ideas regarding the field, and also be introduced to key and important people that you should know. This is someone who doesn't just focus on the profession. This mentor will be able to give insight on the industry as a whole. Whether it be research, development or key changes in the industry, you need to know.
Politics in the organizations are constantly changing. It is important to be knowledgeable about the values, strategies and products that are within your company, but also when these things are changing. An organization mentor can clarify missions and strategies, and give clarity when needed. This mentor can speed quickly over the bumps, and cut through the unnecessary work. This mentor can explain the 'ins and outs' of projects, day to day tasks, and eliminate unnecessary things that may be currently going on in your work day.
This mentor can help to get things done quickly and efficiently. This is an up-and-coming, incredibly important position. Technology has been rapidly improving, and becoming more a part of day to day transactions within companies.
In order to perform your best, you must know how to get things done on the newest technology. A technology mentor will help with technical breakdowns, advise on systems that may work better than what you're currently using, and coach you through new technology and how to best use it and implement it into your daily life.
These mentors are only examples. There can be many more different types of mentors. Look around your workplace, your life, and see who is an expert that you can learn something from. Relevant discussion may be found on Template talk: Please improve it by verifying the claims made and adding inline citations.
Statements consisting only of original research should be removed. February Learn how and when to remove this template message Some elements of mentoring. There are two broad types of mentoring relationships: While formal mentoring systems contain numerous structural and guidance elements, they still typically allow the mentor and mentee to have an active role in choosing who they want to work with.
Formal mentoring programs which simply assign mentors to mentees without giving these individuals a say have not performed well. Even though a mentor and a mentee may seem perfectly matched "on paper", in practice, they may have different working or learning styles.
As such, giving the mentor and the mentee the opportunity to help select who they want to work with is a widely used approach. Informal mentoring occurs without the use of structured recruitment, mentor training and matching services. Informal mentoring arrangements can develop naturally from business networking situations in which a more experienced individual meets a new employee, and the two strike up a rapport.
In addition to these broad types, there are also peer, situational and supervisory mentoring relationships. Informal relationships develop on their own between partners.
Formal mentoring, on the other hand, refers to a structured process supported by the organization and addressed to target populations. Youth mentoring programs assist at-risk children or youth who lack role models and sponsors .
In business, formal mentoring is part of talent management strategies which are used to groom key employees, newly hired graduates, high potential-employees and future leaders. The matching of mentor and mentee is often done by a mentoring coordinator, often with the help of a computerized database registry. The use of the database helps to match up mentees with mentors who have the type of experience and qualifications they are seeking.
A woman provides mentoring at the Youth For Change program.
There are formal mentoring programs that are values-oriented, while social mentoring and other types focus specifically on career development. Some mentorship programs provide both social and vocational support. In Metizo created the first mentoring certification for companies and business schools in order to guarantee the integrity and effectiveness of formal mentoring. Certification is attributed jointly by the organization and an external expert. These mentoring relationships vary  and can be influenced by the type of mentoring relationship that is in effect.
Just how do individuals know what to expect in a mentoring relationship? The following text presents some suggestions to help make establishing and maintaining a mentoring relationship easier and more effective. Motivation Motivation is a key factor in any worthwhile endeavor and, in particular, mentors need to have a genuine interest in helping someone else grow and succeed.
For the mentee, access to a mentor is a powerful motivator, because it provides access to an extended network of resources and contacts. A clear understanding of the role an individual has in a mentoring relationship is critical in making a realistic appraisal of what the other person has to offer and in setting reasonable expectations for the relationship.
In the future, SMPS Mentoring Pathways plans to offer on-line training guides for mentors and mentees, as well as a list of useful resources about mentoring. Learning about the mentoring process is essential prior to establishing a mentoring relationship.
Mentees should constantly look for what else they can do and learn along the way. Commitment Commitment often means time: Mentors schedules are often difficult due to their current professional positions; mentees need to take the initiative to ask questions promptly and allow time for responses.
If a mentor travels or is frequently in meetings, then a mentee needs to access if this response time aligns with the expectations of the relationship. A defined plan has positive implications. By gaining feedback from the mentees, senior employees can learn and improve their performance as well. Mentorship also helps them succeed in delivering excellent performance and achieving expected goals.
Here are eight tips business leaders can practice and follow to foster productive mentor-mentee relationship: Delegate the right person Assign capable mentor is the first step towards efficacious mentoring program.
Given that mentorship is more of a voluntary program rather than an obligatory one, you should not force your employees to sign up. Make sure to involve only those individuals who demonstrate strong commitment to share knowledge and make the mentorship a high priority.My Thoughts On Mentor/Mentee Relationships - What are your thoughts?
Describe the roles and responsibilities When the pair is decided, leaders should set clear roles and responsibilities for both parties within the mentorship. It is imperative for mentor and mentees to understand their own parts and commit to them responsibly.
Define expectations Be clear about what you wish to achieve from the mentoring program.