The Art of Mentorship by Margaret J Weber
Few of us achieve success on our own or in a vacuum. We are blessed with family, colleagues, and others along the way to help us achieve our goals. If we want to reach out for help, what should one look for? Should you seek out a mentor, a sponsor, or a coach?
Mentorship, sponsorship, and coaching create and reinforce connections. Mentors act as a mirror, helping individuals see themselves more clearly, helping to determine strengths. Mentoring is defined as directive. The mentor gives guidance and advice based upon their knowledge. It is mostly development driven.
Sponsors are internal who highlight individuals for opportunities, promotions, or recognition. Sponsors actively endorse and work to elevate one’s status within an organization.
Coaching is defined as non-directive. The coachee is encouraged to find their own answers and encouraged to reflect. Coaching is also defined as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.
Why does terminology matter? Some suggest that mentoring may be more directive/instructive and coaching is less directive, allowing one to come to their own decision of what the right answer/next step might be. Sometimes it is hard to decide what is needed: mentoring, sponsorship, or coaching.
Of importance is personal development that can be transformational. It is important for one to be able to move forward with courage, grit, and taking action. Sometimes we want time to reflect; sometimes we just want to be shown the easiest way through. Life is complex, never simple. It is never one or the other, a blur between coach, sponsor, and mentor. This blog is specially dedicated to mentorship.
Through mentoring, individuals receive support on a one-to-one basis from a trusted peer or colleague. The term mentor is used for the individual who agrees to share knowledge and experiences with another individual. The term mentee is used for the person who receives support from a mentor.
Mentoring is individualized support. Mentoring can take many forms, ranging from an informal relationship among two individuals that might work together, colleagues that work in the same profession, peers that want to learn from each other, an individual that holds knowledge, and any other relationship that would provide support.
The core elements of mentoring are:
• one-to-one relationships with individualized support to help individuals improve their skills,
• on the job support to address practical issues that occur in daily work, and
• a shared commitment to learning and using the best available knowledge to ensure positive results.
There is another concept: group mentoring which happens in multi-ways. A mentor could provide support for a group of individuals at the same time giving them similar instruction in group settings. Or it could be that a group of individuals decide to meet together with the purpose of providing mentorship to each other.
Mentors take an active role. Mentors help others learn to observe, listen, and talk through information. Mentors share their gratitude eagerly with those coming alongside them. A mentor might share specific skills, such as showing a mentee how to focus attention on a particular topic, introducing the mentee to influential individuals, giving ideas about how to make transitions smoother, or sharing their own experiences.
Sometimes a mentor leads a mentee through learning new job information or might select or suggest a reading to discuss with the mentee. A mentor might plan specific activities with a mentee, demonstrate a skill, or talk with a mentee after observing her in action, or plan activities that the two might do together. A mentor’s observations could help an individual reflect on which comments and questions prompted certain behaviors to happen.
Mentors share their own experiences. Mentors are selected for their values and skills in their profession. They use their knowledge as the basis for working with others. A mentor listens to the challenges that another person experiences and helps her come up with solutions. The role of mentor - mentee is reciprocal. Mentors often learn as much or more from their mentees.
Mentors share what they have learned about their profession—where to find resources, how to learn about best practices, and how to apply knowledge in particular settings. A mentor might give career advice suggesting certain opportunities in preparation for career change or career advancement. A mentor might coach a mentee through relationships. A mentor might also provide guidance on self-care – an area that we know today is critical for daily functioning.
Regardless of the type of relationship (in person, distance, virtual), rapport between mentor and mentee must be established. It is important for each the mentor and mentee to establish goals. This keeps the mentoring relationship on track and each party is clear about expectations.
Mentoring relationships usually take three different forms. These include:
• Career achievement - specifically to support an individual with career actions that will support advancement.
• Psycho-social - usually focused on navigating the workplace or difficult colleagues. Might also focus on interactions that are important for protégé to adopt to foster good relationships.
• Familial - specifically to support an individual with work-family integration while achieving positive results in one’s career and also at home with spouse/significant other, children and other family members.
A mentoring relationship is a power free, two-way, mutually beneficial, learning situation where the mentor shares knowledge and experiences, and teaches using a self-discovery approach. Establishing a mentoring relationship begins with the selection of mentors. Think carefully about areas of your professional and personal goals. Who would be good mentors to support your development in both areas? Who do you admire? Who has similar values to your own? Who works in organizations similar to the one you work within?
High quality mentors have busy lives, but despite this, they give generously of their time and expertise. The following traits are important for mentors: Professionally capable in their leadership role, good communicator, committed to developing future leaders, and a reflective practitioner. Other traits that are important include individuals of integrity, ability to develop a trusting relationship, empathetic, and accepting of multiple style of leadership.
Research tells us about successful mentoring:
• Mentoring is superior to one-time information sessions.
• Mentoring builds upon and extends the professional development.
• Mentoring can be adapted to fit the needs of each individual.
• Mentors encourage mentees to try new approaches with guided support who is not judgmental or punitive.
“…we should also seek ways to cherish those that connect people, expand ideas, cultivate the imagination, and foster the human spirit, and integrate them into the way we define and implement mentoring through relationships.” Kochan, p. 13.
Mentoring is not value-free, but rather is developed in cultural context. It is important to be aware of the cultural context of each individual, and the organizational climate. This is critical for the mentee’s success.
In summary, find a mentor, be a mentor. It will enhance your success and encourage you to finding your gifts, thus your happiness.