Process Of Mentoring

Mentoring: is the process of a more experienced person advising and guiding a less experienced (and usually younger) person, typically a colleague.

Communication is key at the beginning of the relationship, mentees have to express to their mentors their “needs, future goals, and the kind of help they want from the mentoring relationship” (Moore, Miller, Pitchford & Jeng 2008, p.78). Mentees should not be consumed with having the perfect mentor, but should use their energy to invest in the mentoring relationship, and give it time to grow and develop where trust and respect are one in the same (Janasz, Sullivan, & Whiting, 2003, p. 84). Mentors and mentees should establish a structure to their relationship in order for both parties to achieve something out of it.

Mentoring for the mentor is about challenging himself to perform to greater capabilities while nurturing a mentee and stretching them to realise their full potential. Mentors counsel, tutor and guide their mentees in developing themselves.

Good mentor-mentee relationships are a two way street; as a result, if you want the relationship to flourish, both the mentor and the mentee must be able to work together harmoniously. This requires a genuine interest between both parties and a willingness to undertake whatever is needed to be able to fulfil the learning requirements. The mentee must be open to following suggestions and recommendations made by the mentor as well as taking initiative by keeping up to date with best practices and showing that they are committed to becoming successful in their career and taking their responsibilities seriously

The ultimate goal of mentoring is achieving successful outcomes for youth. This broad concept of success can be summarized in four major goals: (a) becoming a long-term contributing member of society, (b) improving self-worth, (c) increasing potential for success, and (d) improving communication

(Wood) Through procedural communication in our mentorship program, it starts with each mentor candidate being interviewed by the team and then voted in by majority vote to become a volunteer mentor. Each new mentor and mentee is oriented on the programs history and agenda. The mentorship interaction is guided by a set of program policies for managing the success of the mentorship program, which include the ground rules for the mentorship relationship. Due to the limited number of mentors, mentees are accepted by application only and mentors are discouraged from mentoring more than two girls at one time. In order to create the best possible mentorship experience for the mentee, the mentee chooses their mentor by reading their possible mentor’s bio and filling out a short questionnaire to help the mentee identify their mentorship expectations. Our team is aware each mentee is different, so we offer personalized mentorship, which may include any or all of these skills; problem solving, conflict resolution, career planning, college preparation, goal setting, financial planning, skills development and networking.

As a mentor, you pass on valuable skills, knowledge and insights to your mentee to help them develop their career. This also helps you build on the leadership competencies that have been described. Similarly, as a mentee you must take in the skill and knowledge passed on by your mentor to improve your performance, reputation and credibility, relationships, visibility, and ability to manage conflict. The development process is a benefit for both parties and even external beneficiaries of the mentoring relationship if administered properly.

Various mentoring functions can range from sponsorship which has the psychosocial function of role modeling to coaching and counseling. Other mentoring functions could be the building of a mutual friendship and protection from the

Mentoring is a way to make employees feel more fulfilled, engaged and productive in the work environment (Retrieved from http://search.proquest.com/docview/200636421?accountid=13211).

With the development of the more organic and less formal organisational structures the role of mentors has shifted with these changes. Unlike previously where mentors where seen as formal trainers who taught newcomers the processes and got them acquainted with the cultures and the systems within the organisation. Which required good interpersonal skills and a good knowledge of the activity or tasks the mentee would have to undertake, and be able to effectively relay or demonstrate the tasks or activities to the mentee. As opposed to more recently where a mentor would have to be more of an emotional counselor and demonstrate more skills than were traditionally required from

Modern interpretations of mentoring pinpoint four distinct roles which mentors are expected to play: role modeling, sponsorship, coaching, and counseling the mentee. These many roles are played by the mentor so the mentee is able to accomplish personal and professional growth. These mentoring roles are focused on end

By mentoring it would create communication lines that weren’t there before due to the power distance that exists between certain employees mentoring would bridge the gap between that

The mentor will take a personal professional interest in guiding, encouraging, and supporting the mentee

The mentor is a person who we can compare to the football team leader. He "runs on the field, chases the ball, shoots goals". He spends most of his time explaining what needs to be done, he also does the work which no. He

A mentor is there to provide expertise and experiences. The experiences include not only the successes, but the failures as well. As the failures are identified and discussed, the mentee comes to realize a person can't always make the correct decision, but that the application of lessons learned are part of the growth process and will lead to better and stronger decisions. Mentors remove the personal doubt, allowing failures to be isolated and examined, and learning applied, while others may chastise the mentee for bad judgment or careless decision making. Mentors work for success. (OPM.Gov, n.d.)