Mentoring programs are becoming more common in both the work place and learning place - many are based on voluntary arrangements, while some are sponsored. There are differences in the needs of adults & youth in these programs and there is good literature on this topic. But what is at the core of mentoring that works for both parties involved?
The main purpose in mentoring programs, according to bibliography, is to develop a strong relationship between the mentor and the mentee. It is assumed that this relationship can help the younger person (employee) to develop in personal and work issues. As a result, the mentee improves job performance, work engagement and commitment, and work satisfaction, as well. Furthermore, a mentoring relationship can help the employee or even a manager set specific personal and work goals and manage career issues. Actually, Mentor is the person who constituted Odysseus and supported Telemachus to grow and evolve to a proper king when Odysseus was on his journey to Ithaca, this is the origin of the notion of mentoring.
A mentoring relationship could be advantageous both for the mentor and the mentee.
Firstly, the mentee is trying to gain experience and knowledge from a more experienced and skilled person while mentor can also learn new skills and gain insight from the relationship with the employee or executive. The mentor can confirm even if he/she is near the end of their career that he/she is still useful and invaluable for the others and the organization.
From my point of view, the core of this beneficial relationship focuses on the sense of connectedness and protection developed between both parties. This relationship profoundly stands on the exchange of feelings, thoughts, ideas for working and living and development of robust knowledge about self and work roles for both parties and the psychosocial development of the mentee.
The basic aim of a mentor is to empower his colleague through a process of generating new experiences and action. This could be described in a figure as follows:
Μ 1 → Μ 1 m 2 → Μ 1 M 2 → m 1 M 2 → M 2
1 2 3 4 5 Level of relationship
M 1, m 1 = mentor
m 2 , M 2= mentee
Figure. Mentoring relationship.
Source: Carruthers, J. (1997). The principles and practice of mentoring. In J. Caldwell & M. A. Earl Carter (Eds.), The Return of the Mentor: Strategies for workplace learning. London: The Falmer Press.
However, as you have already mentioned there is insufficient research in the numerous specific characteristics involved in a trully beneficial mentoring interaction.
Kind regards,
Andronikos
A successful mentoring relationship possess these qualities:
1. Show support in word and deed-Building trust
2. Constant support without interference-building self confidence
3. A relationship of fun and cheer-building openness and warmth
4. Provide criticism without denigrating the student-have a non judgemental attitude
5. Support student in difficult tasks despite reservations-give unconditional support
6. Help student to make decisions in times of personal crisis-personal counselling
7. Search for ways to enable the student become aware of his limitations-encourage self awareness
The characterists of an effective mentor are:
- The positive attitude of the mentor towards the mentoring = to learn and understand the role of mentor, to know own values, intelligence emotional, identification with the mentee, understanding the rules and limits of the program, consepevole ethical behavior about the consequences of own actions;
- The use of mentoring techniques = empathy, ability to enter into relations with others,
flexibility, adaptability, non-judgmentally listen, to knowi how to talk about otherself without offending, offer help and advice, to know how to give constructive advice.
Specifically with respect to the mentoring relationship for it to be good, it's important: to respect terms and timing of the relacion, to establish goals, to encourage the mentee to find solutions, to comprise the steps of the relationship, adaptability, to consider and respect diversity, problem solving, to mediate and manage locks, to accompany the mentee so that he/shecan development his/her skills, to know how to end the relationship.
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