Mentoring Skills for the Workplace

Developing Mentoring Skills for the Workplace



Developing Mentoring Skills for the Workplace

The Concept of Mentoring

The concept of mentoring defined as “off line help by one person to another in making significant transitions in knowledge, work or thinking.” A mentor is someone who assists another person in order to make a person aware and help the person in coping up with different implementations, which came across the change in the organization, and to deal with the new strategies in the development of career (Hargreaves, 2000, pp. 50-56). The person seeking assistance called as a 'Mentee'. The key purpose of mentoring is for a person to share information and knowledge that person gained from lifelong experiences and training in a rational world. Mentor plays a role of an advisor, role model and a trusted friend to help the other person gaining the knowledge.

Key Aspects of the Relationship from both Mentor and Mentee Perspectives

Mentor Perspective

Mentor Improves awareness of own learning gaps, the mentors expand to the ability to give and accept the criticism. The person and the relation of the mentor and the mentee develops the ability to give and take criticism the mentor improves leadership, organisational and communication skills, the relationship offers the opportunity to pass on knowledge, experience, provides stimulation, and may perhaps offer career advancement opportunities.

Mentee Perspective

Mentee, on the other hand, has the ability that develops reflective skills, develops organisational learning, analytical, and professional knowledge, willingness to take risks or reinforces self­ confidence and, builds up the aptitude to accept criticism, may pick up the pace in professional development, and boosts maturity level.

Models of Mentoring

There are many models of mentoring that has used by the learning organizations on the rapid pace. Some of them are as follows.

One-On-One Mentoring

It is one of the most common models of mentoring; the feature of this model ensures to match one mentor with one mentee. The benefit it provides is that it allows both parties to enhance the empirical relationship; along with this it also provides an individual support of the mentee.

Resource-Based Mentoring

This model includes the same feature as the one-on-one mentoring has, the difference is just that the mentors add their names to a list of the mentors available, and the mentee chooses the mentor. The benefit of this model is that the mentee has the choice to choose the mentor, and another benefit is it is up to the mentee how the person wants to begin the training.

Group Mentoring

A mentor in this model has to work with 4-6 mentees at one time. The meeting time of the group is usually once or twice a month. The main benefit of this model is that the senior peer also engages in the mentoring program, and the mentor and the peer's assist one another in order to be trained, and build up suitable abilities and talent, in addition to the knowledge they have subsequent to the prolonged existence experiences.

Mentoring Intervention

The best suitable intervention of the mentoring are in the areas which can ...