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Benefits of a mentoring relationship



headshot2013More and more people are looking to bring mentoring into their working lives.  The CIPD programme I teach on has a number of participants who are being asked in the workplace to set up a mentoring schemes which will help the organisation to grow; mentors becoe more skilful and the mentees realise their portential sooner.

Knowing what the benefits are helps people to make decisions about being part of what is a learning organisation.  In an exercise in the classroom we considered what is in it for the mentor and for the Mentee.

For Mentors the group agreed they gained:

  • Satisfaction at the success of mentees.
  • Recognition of the mentor’s development skills by higher management.
  • Challenge, stimulation.
  • Identify future potential.
  • Development opportunities for the mentor: coaching, counselling and motivating skills.
  • Future goodwill from the mentee who may well overtake the mentor career wise.

The Mentees believed they benefited by:

  • Career enhancement in terms of: advice (both professional and also in the timing of job moves) and sponsorship (such as recognition by senior people, ‘mentioned in dispatches’).
  • Speedier and easier induction into the formal and informal world of organisations.
  • Ready access to senior managers undoubtedly aids the mentees self confidence.
  • Training in organisation politics offered by mentoring.
  • Learning about the politics of organisations through their mentors.
  • A role model who can be observed closely as well as from a distance.

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Taking the activity out of the classroom and back into work the students ‘interviewed’ line managers and looked to agree about the benefits for the organisation.

Line Managers thought they benefitted by gaining:

  • A more effective member of staff.
  • A second opinion of mentee’s performance or potential.
  • Information from the mentor via the mentee (about other people, other departments, other programmes or other ideas).
  • Ease of workload in terms of developmental responsibilities.
  • ‘Bask in the reflected glory’ of the mentee, who will probably impress the senior management.

For the Organisation the benefits identified included:

  • More effective staff, line managers and mentors as well as mentees.
  • Demonstrates a commitment to training and development.
  • Tangible and measurable gains if work tasks or projects are used as developmental tools.
  • Improved communication across the organisation, between mentor, mentee and line manager.
  • Increased motivation of all parties involved.

Are you a mentor? or mentee?  Do you have a mentoring scheme/programme in your organisation?  Please share your comments, thoughts and ideas.

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Mentoring Essentials is written for experienced managers who want a quick reminder of the skills essential to successful mentoring.

It provides a brief overview of mentoring and what it is and isn’t.  Here is a recognition of the roles you may adopt while mentoring together with a list of the skills required to be an effective mentor.  At only £4.95 it is an invaluable reminder of the essential skills required to enable others to reach their full potential.

 

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