Do you want to accelerate your growth, reduce the learning curve, improve your performance and get a push every time you cease to take action or when you tend to procrastinate; then find a person who can guide you and mentor you?
Welcome to the world of improved productivity and performance through expert mentoring. World class organizations and companies that aspires to be one has already realised the importance of mentoring and many are embracing this idea as a unique tool to excel in their chosen field. Now you too can adapt this as a strategy in your organization and take your business to greater heights.
Who is a mentor?
A mentor is a reliable and trusted friend, a wise counselor, or teacher whose knowledge and experience in a given field render him well suited for the role of a guide.
A mentor is someone who guides and stimulates an individual’s reflection and actions for improved personal and professional outcomes. A Mentor will provide his/her vast experience and knowledge and he/she is willing and available to share this information with another individual. Therefore a mentee will seek another person’s experience, knowledge and skills in a specific area to make himself competent and result oriented. Mentoring is a trusted learning process. It can be transformational and inspiring to both the parties. But remember a mentor is not someone to lean on, but someone to learn from.
What is mentoring?
Mentoring is a two way process of communication and relationship between a mentor and mentee. Mentoring may be on a regular basis or a one-time basis. It can be done face-to face or it can be done remotely e.g., via the internet (E-mentoring via skype) or by telephone.
Mentors are not merely advisors; they listen actively and prescribe various options. A great mentor shares experience and foresight to explore various options for the mentee. Discovering multiple options become a solution seeking method when a mentee feels road blocks. Questioning and listening are the mentor’s major modus operandi when it comes to offering their expertise. “Have you considered…?” and ” What do you think about this…” are typical ways of introducing mentoring methods.
How to mentor?
Mentoring is done on confidential grounds in an open and mutually trusting environment. Good mentoring develops the mentee’s skills. Mentoring is a stretching process for a mentee. Stretching happens when a mentee is willing to expand one’s own horizon and ready to act own one’s own potential. A good mentor helps the mentee to break away from their comfort zones. Growth is an expansion of comfort zone. Therefore a mentor will challenge the mentee to get uncomfortable and grow in the learning path and at the same time supports them to gain skills necessary to achieve their challenging goals.
Good mentoring leads to action: if mentoring is to be purposeful and effective for the mentee, it must surely not only define actions desirable but actually entail their execution. The mentee must not only know what to do and how to do it but be motivated (why) to do so.
Moreover a mentor can point out hidden opportunities to the mentee. They can show the pathways, support the plan and, when needed, provide a reality check. They can also enable connections that build networks, access information and stimulate sound decisions.
Introduce ‘Mentoring’ in your workplace:
Mentoring is about building relationships in the workplace. It is also an effective way of transferring knowledge and skills. Companies employ mentoring as a solution for ‘personalised training’, ‘skill building’, improvement of ‘workplace productivity’, ‘building morale’, fostering of ‘team work’ and ‘leadership and management development’.
Mentoring programs offer companies an efficient and economical way to manage and develop human assets. Mentors can give high potential employees an extra push or inefficient employees some needed discipline. A mentor can transform an average employee into an exceptional leader. A mentor can even improve the production levels of low-performers. Bottom line mentors can guide decisions about workplace issues, personal goals and ongoing professional development.
Mentoring, when well designed, properly implemented and adequately resourced can:
1. Attract and retain talented employees;
2. Develop people – those who mentor as well as those mentored;
3. Facilitate career planning and progression;
4. Increase the return on your investment in learning and development and reduce turnover costs.
5. Mentoring allows the transmission of knowledge, skills and experience, in a supportive and safe environment.
It’s not only the mentees who benefits from mentoring but also mentors get a real sense of satisfaction from their contribution as well.
One of the greatest challenges for professionals is asking for specific help. Once you have a mentor at your workplace, you can use your mentor’s expertise to improve upon your skills. A Mentor is always approachable. The level of comfort with seniors in the organization makes the workplace free from politics. Very often, Mentors and mentees remain close friends, and mentoring continues informally, as needed.
If your organization is going through changes right now including a major downsizing due to the economic environment, now is the time to initiate a Mentoring Process.
There are different types of mentoring relationships in the work place, ranging from upwards (with your manager or boss), peer to peer, cross functional and most commonly downwards (experienced and a novice). Peer mentoring is increasingly common in organizations. This is a way to ensure that successful knowledge transfer and succession is ensured with less-experienced workers.
Mentoring is a great way to boost morale in the work place.
People don’t leave jobs, they leave environments that don’t support and satisfy them. Abraham Maslow identified that once basic survival needs are met, people seek a sense of belonging. Effective mentoring caters to that need. By establishing a relationship, both parties feel connected, engaged professionally and personally valued. Work place mentoring is also a great way to boost each other’s self-esteem.
Introduce a mentoring program in your company today and see the transformation in the work culture, camaraderie and co-operation between teams and management.
“Mentoring is a brain to pick, an ear to listen, and a push in the right direction.” -John Crosby
Aspiring entrepreneurs, successful business people, those just starting out, and everyone who wants to be a successful and career confident person can benefit from having a mentor.
If you are looking at building a great career, develop skills and talents, overcome weaknesses, solve problems and attain certain goals, you can turn to the mentorship services provided by Paul Robinson. Mentoring is done face to face, through telephone, electronically using emails and ‘Skype’ and it is done for duration of ten months.
Mentoring is not for everyone. Before someone embarks on mentoring, they should be quite clear about being accountable for their own development. Consider the Chinese proverb: ‘When the student is ready, the teacher shall appear.’ So it just makes sense that the student must first know what he or she is looking for in a mentor.
If you are clear that your development need requires the personalised approach, then you must consider mentoring today.
Paul Robinson’s Mentoring Program is the answer to micro consulting (consulting at a smaller level). The mentorship program is designed to help each person to fully understand where they are now, where they want to go, and how to achieve it in the best way possible. It also provides a highly confidential way to share and explore problems, difficulties and strategies whether it is personal, professional or business related. Remember better results need wiser decisions.
If you are mentor worthy, you can request for a paid mentorship program from Paul Robinson. For details, call Bangalore 09902815613, 09620547115