Mentoring Relationships: The Key to Success?
http://www.careerfeed.net/articles/11780/1/Mentoring-Relationships-The-Key-to-Success/Page1.html
Chantel
Chantel is a regular contributor of career advice and jobs news for leading UK Job Board http://www.careersandjobsuk.com Link text By Chantel
Published on 02/6/2010
During the downturn, most British companies focused on managing costs, often at the expense of employee development With a recovery looming, however, it is necessary to reinvest in training
During the downturn, most British companies focused on managing costs, often at the expense of employee development. With a recovery looming, however, it is necessary to reinvest in training. This need not be a costly affair. Asking knowledgeable members of staff to mentor their less experienced colleagues is an inexpensive way for companies to up-skill their workers.
Chantél du Plooy takes a look at the advantages mentoring relationships can have on an organisation and its employees.
An age-old concept
Mentoring is an ancient notion that traces back to Greek Mythology, in which “Mentor” was the name of the advisor to Odysseus’ son, Telemachus.
These days, it is common in the entertainment industry, where experienced actors and actresses take it upon themselves to teach a newcomer the ropes. According to Glamour Magazine, Kate Winslet and Angelina Jolie are presently mentoring Freido Pinto, the break-out star from award-winning film Slumdog Millionaire.
It is not only interns and trainees who have the need of a mentor, however. Everybody can benefit from one, regardless of their age, job sector or experience level. In fact, according to Dr Sunny Stout, author of Business Coaching, Wisdom and Practice, people who become successful have, on average, 12 mentors during their life.
The CIPD (Chartered Institute of Personnel and Development) describes mentoring as a relaxed and “longstanding form of training, learning and development” with great benefits to all parties involved.
Grow your own
A recent study by Cranfield School of Management, called Nurturing Talent, suggests that UK employers should “grow their own” movers and shakers.
Developing the skills of current employees instead of headhunting others can save a company a significant amount of time and money in the long run.
Investing in employees’ career growth also helps companies to retain talent, because staff are more likely to stay if they are being developed.
Sarah (45), a regional manager from Kent, discovered that being a mentor to others encouraged her own self-improvement. Patience, understanding and problem-solving are three of the key characteristics she developed while supporting, guiding and counselling her staff.
“I’ve learnt that staff are extremely important assets to a company and need to be treated with the relevant respect,” she says.
“You can’t ignore the effect environmental and personal issues have on any employee’s performance. That’s why I had to adapt myself to provide guidance on a professional and an emotional level. This has proved rewarding to my team, our company and myself.”
Managers who do not have the time to mentor their staff could hand the mantle over to experienced members of the team. Asking senior employees to guide, advise and support their junior colleagues not only saves the company money that they might otherwise have to spend on costly training courses, but also boosts the morale of the mentors themselves. They feel that their knowledge and insight is appreciated and needed.
The mentor role is a perfect match for mature workers who are reaching retirement age. Instead of retiring outright, they could spend a few hours in the office everyday mentoring a younger member of staff. It’s a great way to stay both intellectually stimulated and economically active.
In an interview with The Times, Dr Ros Altmann, a governor of the London School of Economics, advises employees over the age of 60 to consider going part-time and mentoring younger colleagues instead of retiring outright. She believes retirement should be a process, not an event – and what better way to conclude a career than by creating a protégé?
The benefits of having a mentor
According to the CIPD, a mentoring relationship improves a person’s skill development, goal management, networking influence and self confidence.
David (27) a lawyer from Manchester describes the effect numerous mentors have had on him during his career as “profound”.
“I have learnt priceless bits of information. I have soaked up lessons in the industry that are only gained from years in the practice,” he says.
Although mentoring is crucial to personal growth, David believes it is equally important to stay true to yourself and not become a younger version of your advisor.
“The greatest advantage of having a first-rate mentor at work, or in life for that matter, is the ability to become an even better one yourself.”
Pay it forward
As we grow older, physical change is unpreventable. Emotional, personal and professional growth, however, depends entirely on the choices we make.
There is certainly a lot to gain from asking an individual you admire and respect to become your mentor, at work or in another area of your life. In the process of sharing his or her knowledge and abilities, your mentor will have the opportunity to learn something from you, too.
As Winston Churchill once said, we “make a living by what we get” but “we make a life by what we give”.
Chantél du Plooy takes a look at the advantages mentoring relationships can have on an organisation and its employees.
An age-old concept
Mentoring is an ancient notion that traces back to Greek Mythology, in which “Mentor” was the name of the advisor to Odysseus’ son, Telemachus.
These days, it is common in the entertainment industry, where experienced actors and actresses take it upon themselves to teach a newcomer the ropes. According to Glamour Magazine, Kate Winslet and Angelina Jolie are presently mentoring Freido Pinto, the break-out star from award-winning film Slumdog Millionaire.
It is not only interns and trainees who have the need of a mentor, however. Everybody can benefit from one, regardless of their age, job sector or experience level. In fact, according to Dr Sunny Stout, author of Business Coaching, Wisdom and Practice, people who become successful have, on average, 12 mentors during their life.
The CIPD (Chartered Institute of Personnel and Development) describes mentoring as a relaxed and “longstanding form of training, learning and development” with great benefits to all parties involved.
Grow your own
A recent study by Cranfield School of Management, called Nurturing Talent, suggests that UK employers should “grow their own” movers and shakers.
Developing the skills of current employees instead of headhunting others can save a company a significant amount of time and money in the long run.
Investing in employees’ career growth also helps companies to retain talent, because staff are more likely to stay if they are being developed.
Sarah (45), a regional manager from Kent, discovered that being a mentor to others encouraged her own self-improvement. Patience, understanding and problem-solving are three of the key characteristics she developed while supporting, guiding and counselling her staff.
“I’ve learnt that staff are extremely important assets to a company and need to be treated with the relevant respect,” she says.
“You can’t ignore the effect environmental and personal issues have on any employee’s performance. That’s why I had to adapt myself to provide guidance on a professional and an emotional level. This has proved rewarding to my team, our company and myself.”
Managers who do not have the time to mentor their staff could hand the mantle over to experienced members of the team. Asking senior employees to guide, advise and support their junior colleagues not only saves the company money that they might otherwise have to spend on costly training courses, but also boosts the morale of the mentors themselves. They feel that their knowledge and insight is appreciated and needed.
The mentor role is a perfect match for mature workers who are reaching retirement age. Instead of retiring outright, they could spend a few hours in the office everyday mentoring a younger member of staff. It’s a great way to stay both intellectually stimulated and economically active.
In an interview with The Times, Dr Ros Altmann, a governor of the London School of Economics, advises employees over the age of 60 to consider going part-time and mentoring younger colleagues instead of retiring outright. She believes retirement should be a process, not an event – and what better way to conclude a career than by creating a protégé?
The benefits of having a mentor
According to the CIPD, a mentoring relationship improves a person’s skill development, goal management, networking influence and self confidence.
David (27) a lawyer from Manchester describes the effect numerous mentors have had on him during his career as “profound”.
“I have learnt priceless bits of information. I have soaked up lessons in the industry that are only gained from years in the practice,” he says.
Although mentoring is crucial to personal growth, David believes it is equally important to stay true to yourself and not become a younger version of your advisor.
“The greatest advantage of having a first-rate mentor at work, or in life for that matter, is the ability to become an even better one yourself.”
Pay it forward
As we grow older, physical change is unpreventable. Emotional, personal and professional growth, however, depends entirely on the choices we make.
There is certainly a lot to gain from asking an individual you admire and respect to become your mentor, at work or in another area of your life. In the process of sharing his or her knowledge and abilities, your mentor will have the opportunity to learn something from you, too.
As Winston Churchill once said, we “make a living by what we get” but “we make a life by what we give”.