What is Mentoring
Defining Mentoring
Mentoring is not a new phenomenon - The word 'mentor' comes from an ancient Greek Myth. Odysseus, a king and hero, set off for the Trojan Wars knowing he might not return for many years. Mentor was the wise helper and teacher Odysseus chose to guide the development of his son while he was away.
Today in most organisations, some form of mentoring is going on somewhere, formally or informally.
Mentoring is a process of creating a supporting relationship that has benefits for both parties. A mentor will guide and support a mentee, often gaining new insights into their own operating style. A mentee will benefit from the support of a colleague who brings with them a higher level of experience.
Forms of Mentoring
Mentoring can be formal in nature. For example, a mentoring program may be offered to participants as part of a leadership and management development program. This formalised approach to mentoring involves the selection, and matching of mentors with mentees, by the group who supports the program.
Program guidelines are then established for the mentor/mentees, as well as resources to help identify career goals. A formal mentoring program also offers support to participants, and on-going monitoring of the program ensures outcomes are achieved.
Informal mentoring has a less structured approach with the mentor relationship often developing in a more spontaneous way. However, the same mentoring process and principles (that underpin a formalised process) apply, providing the mentee with the opportunity to identify and develop plans to achieve career goals.
At present UNSW provides a mix of formal and informal mentoring programs.
Mentoring is NOT Counseling
Whilst there are many similarities between counselling and mentoring, such as exploring personal issues to increase self awareness and facilitating personal goal achievement, there are also distinct differences that a mentor needs to remain aware of in order to keep parties, the mentor and the mentee, safe. Mentors needs to work within their area of personal competence and refer to other professional parties when appropriate.
The key difference between counselling and mentoring is that mentors do not attempt to resolve deep underlying issues that are the drivers of low levels of motivation, low self esteem or poor performance. A mentor is primarily concerned with a more practical agenda such as assisting the mentee with setting goals, actioning plans and navigating barriers that exist in their immediate environment. It is important that mentors watch for signs and symptoms that a mentee may be in need of referral to a counsellor of psychologist. Effective mentors have the ability to assess when to approach this discussion with the mentee, and the ability to do so in a manner that is respectful, sensitive and empathic.
Benefits of Mentoring
Mentoring is widely recognised as a valuable personal and professional development strategy. Testimonials from staff in the tertiary sector also claim to have gained an enormous amount from an effective mentoring relationship.
Mentees at the University of Auckland report that mentoring is:
• "...a mixture of career advice...university structures, thinking about certain issues or directions...a sounding board."
• "...a creative way to energise me and develop my confidence."li>
• "...a safe place to get guidance."li>
• "...a great chance to reveal weaknesses and issues and get frank advice from someone 'in the know' but independent in terms of the department."
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In the same paper, mentors say:
• "My main role has been as a sounding board, through the good times and the bad."
• "A lot of acting as devil's advocate
• "I learnt things about myself, I enjoyed the personal contact, being in contact with someone outside my department and helping someone."
• "Seeing someone else's ambitions and goals and reflecting upon one's own career and how you got where you are."
• "Being able to make a contribution...feeling useful and appreciated."
(Cited in Women's Group Mentoring Programs: Chit chat or effective professional development? West & McCorkmack, Centrelink and University of Canberra, Australia)
Key Benefits of Mentoring Are
For the mentee:
• Broadens your network
• Reduces isolation
• Increases self confidence
• Increases ability to perform your role
• Grows self awareness
• Clarifies career direction
• Progresses career goals
• Develops skill & knowledge
• Helps avoid making mistakes
• Develops organisational knowledge quicker
For the mentor:
• Develops leadership and mentoring skills
• Provides an opportunity to contribute and a sense of satisfaction
• Extends your networks
• Raises your profile
• Provides recognition of your skills and expertise
• It is a chance to critically reflect on your current practice
• Gains a broader perspective on UNSW issues
For UNSW:
• Facilitates a sense of community
• Provides the chance to make a difference to UNSW
• Increases staff understanding of the UNSW culture
• Leverages the strengths within the organisation
• Provides a practical mechanism to retain and grow great staff
• Improves communication across UNSW faculties and work units
• Enhances delivery of service through a more informed, confident and skilled staff
Roles of Effective Mentors and Mentees
Mentors:
• Listen
• Share lessons learnt and mistakes made
• Create a safe and confidential place
• Act as a sounding board
• Mentor and counsel
• Train and teach
• Challenge and nurture
• Open doors to new experiences and professional contacts
• Reflect and evaluate on the mentoring process on an ongoing basis
• Discourage dependency
• Work within their area of personal competence
• Have excellent self management skills
• Accept and enjoy differences in people
• Are non judgemental and maintain confidentiality
Mentees:
• Listen
• Take responsibility for their professional and personal development
• Sets goals and commit to an action plan
• Initiate meetings, respect time frames and act on decisions
• Reflect on what is learnt
• Seek feedback
• Participate with curiosity and enthusiasm
• Learn how to resolve their own problems
• Respect confidentiality
Difference between Coaching, mentoring and counselling
Coaching is sometimes confused with counselling, mentoring and management consulting. Although there are certain areas of overlap, coaching is not about giving advice. The coach is not a problem solver, a teacher, an adviser, or even an expert; he/she is a sounding board, a motivator, and awareness raiser. The philosopher Socrates likened it to being a midwife; a coach helps people give birth to their own good ideas so that they can grow in confidence and ability and mature into well rounded, and fulfilled individuals.
The key difference between coaching and counselling, is that coaching is about the now, and the future and the actions that need to be taken to get there. Counselling on the otherhand is about issues based in the past that are preventing a person moving on in their life. Counselling supports people in a time of turmoil and personal trauma.
Mentoring is used predominantly in business for career and board development . A mentor has senior experience and is usually someone whose been there, done it and got the T-shirt to prove it. They are there as a teacher, and are going to have a pool of answers for the mentee to draw on. Unlike the mentor, the coach doesn’t have to be an expert in the industry that he, or she is working in. A consultant is another form of adviser who helps diagnose problems in an organisation and helps implement solutions.