What is Mentoring? Mentorship is basically the influential influence, guidance, or control given by a single mentor to one who wants to become better. In an organizational context, a single mentor can influence the professional and personal development of a single mentee. In short, Mentoring is a relationship that binds.
One reason why people seek mentors is because they are under pressure from their peers to learn new things, do new things, and be good at what they already know. For some people, the pressure is so great that a mentor can act as a support system, nudging a potential leader toward self-awareness, clarity, and self-reflection. Others need someone to talk to who can help them communicate and think critically.
A strong mentoring relationship provides a sense of security that goes beyond individual performance. When leaders understand the value of a Mentor, they are more likely to take actions that enhance the performance of their team members. Additionally, mentoring allows people to work together for a common cause, as opposed to working against each other. As people come to rely on their Mentors, they become more effective at their jobs. This helps to maintain harmony within an organization. Furthermore, mentoring can lead to meaningful professional relationships, such as those that result from Leadership awards, recognition, and other achievements.
How do you create a Mentoring partnership? First of all, determine what your specific goals are. Are you looking for a comprehensive review of your role in an organization? Are you looking for professional development, leadership skills training, communication skills training, and other assistance? If so, ask yourself if you have a good mentor to guide you and hold you accountable. Is there someone who you can look up to and learn from?
There are several benefits to having a Mentor. The most obvious is to have an immediate connection to someone who can help you improve your skills and learn new ones. Another benefit is to have access to a “mentor’s” expertise. If your Mentor is someone who has achieved far greater success than you have, they will be able to provide you with valuable leadership skills and experience that you may not be aware of otherwise. You may also learn new information and abilities that you would not have been aware of otherwise, since mentoring allows you to ask questions.
So how do you create a Mentorship? Perhaps the most important step is to identify potential Mentors. In order to find a Mentor, identify those individuals who have worked in a similar area of responsibility for you and who appear to be interested in assisting you in achieving your goals. These could be friends, co-workers, or former supervisors. Once you have identified potential Mentors, you need to establish effective communication with these individuals. When working with a Mentor, it is important to establish a Mentor Relationship by communicating often, and fully supporting their efforts.
One of the most effective ways to develop a Mentor Relationship is to learn as much as you can about your Mentors. You should ask questions about their background, interests, achievements, etc. It is also important to listen to their ideas and learn from them. When learning from a Mentor, you learn from their past experiences and what worked, what did not work, and how to avoid similar problems in the future.
You may have a hard time managing yourself when Mentoring. However, this is a necessary part of effective leadership development. In many cases, the Mentors are able to help the individual develop self-awareness and self-management skills. If you are having difficulties managing yourself when Mentoring, you may wish to consider seeking additional support or advice from a qualified professional. There are many professionals who specialize in the management of people who are experiencing a challenging time.