How to be a Mentor

The Oxford English Dictionary defines a mentor as an experienced and trusted adviser but there is no generally accepted workplace definition of mentoring, or of the difference between mentoring and coaching. Both give time, space and freedom of choice to the mentee or coachee to enable the individual develop his or her own decisions.

However there are some important differences between coaches and mentors.

1. A good non-directive coach seeks to support the coachee in finding his or her own solutions to business problems. A mentoring relationship is usually longer lasting and addresses the career aspirations and longer-term development needs of the mentee.

2. A mentor may offer more advice than a coach, giving guidance based on personal knowledge and experience. It is, however, still the mentee's responsibility to commit to, and take, action as a result of the conversations.

3. A mentor is usually a more senior and experienced person who is willing to share his or her own experiences of successes and failures at work and a knowledge of how organisations function with a less experienced colleague.

4. Mentoring arrangements are usually at no cost but a good business coach can be very expensive!

The advantages are not all one way. Mentors have the opportunity to develop their listening and coaching skills, gain a fresh insight into their organisation (or to learn about another organisation) and talent spot!

An internal or external mentor?

A mentor from the same organisation can be a valuable source of information about senior team thinking (and politics) and can bring the mentee to the attention of senior colleagues where appropriate. If an internal mentor is used, it is important to ensure that there is no direct line-management relationship between mentor and mentee or between mentor and mentee's manager.

Many organisations have now set up external mentoring programmes, in which senior people from unconnected organisations take the mentoring role. Mentees in this arrangement gain the advantage of an independent view of their attributes and capabilities and have the opportunity to visit and learn from another organisation.

How does the organisation benefit?

Knowledge sharing is at the top of the agenda of difficult issues for most organisations. How do we know what we know? Does essential knowledge walk out of the door with those who leave? These are key questions for organisations faced with rapid change and intense competition.

Mentoring schemes build relationships across the organisation and so can help to build strong personal and communication networks which would not otherwise exist. This creates a firm foundation from which to build knowledge networks and competitive advantage.

Can anyone be a mentor?

If you are willing to commit regular time to meeting your mentee, have good interpersonal skills and are interested in supporting and developing others by helping them to find their own solutions you should consider becoming a mentor. Remember that a mentee is under no obligation to take your advice and that the discussions you have need to remain entirely confidential!

How do I find a mentor?

Most large organisations now have internal mentoring schemes. If you haven't heard of yours, try asking your HR department.

If you are interested in finding an external Mentor we may be able to help. Contact us giving details of your role, experience and location and the key qualities you are seeking in a mentor and we will try to put you in touch.

What if we don't get on?

Both mentor and mentee can bring the relationship to an end at any time.

Good mentoring schemes begin the process by suggesting possible mentors to the mentee. The mentee then chooses whether to go forward and meet one of them. The first meeting between the two individuals is generally just a getting to know you session, at the end of which either can withdraw from further involvement.

The organisers of the scheme generally follow up mentees at intervals to ensure that the relationship is happy and working well. No one needs to mentor or be mentored unless it is a happy and worthwhile experience. It should never be a chore.

If you are thinking about setting up a mentoring scheme for your organisation then talk to us.

If you are interested in hearing more please contact us to discuss how we can help.