Effectiveness of Mentoring
EXECUTIVE SUMMARY
Effective mentoring creates a unique relationship of support and guidance for a protégé in the workplace. It can also be instrumental in personal or academic environments. Effective mentoring gives an extraordinary opportunity to facilitate a protégé’s professional advancement. The shared knowledge of a mentor possessing years of experience is invaluable. The primary goal of an effective mentoring relationship is to challenge the protégé to think and operate within distinctively challenging modes. However, the protégé is not the only one who benefits from the arrangement. Mentors also benefit in various ways. The mentor professionally evolves into capacities furthering their own career objectives. If the mentee and mentor relationship exists within the same organization, effective priming of employees by mentors having climbed through the same ranks provide mentees with challenges, support, and unparalleled commitment. This two-sided value benefits the organization in the form of “succession training,” which is critical to retention. This brief report was compiled after telephonically surveying seventy managers from varied sectors of the professional community. All participants expressed answers to an identical set of posed questions, and although the poll contained a segregated capture of male and female answers, it’s not specifically referenced or graphed within this report. The answers herein demonstrate a collective percentile of forty-four men, and twenty-six women surveyed to represent ages between twenty-two and sixty-nine. The polled participants captured the same median age of ZyBox employees, which is forty-five.
INTRODUCTION
Business is increasingly faced with downsizing traditional models of operation. With very little preparation or support, employees are often expected or dutifully obligated to accept more challenging roles. Consequently, workers are moving within organizations and gathering experience, but they’re unable to
Effective mentoring creates a unique relationship of support and guidance for a protégé in the workplace. It can also be instrumental in personal or academic environments. Effective mentoring gives an extraordinary opportunity to facilitate a protégé’s professional advancement. The shared knowledge of a mentor possessing years of experience is invaluable. The primary goal of an effective mentoring relationship is to challenge the protégé to think and operate within distinctively challenging modes. However, the protégé is not the only one who benefits from the arrangement. Mentors also benefit in various ways. The mentor professionally evolves into capacities furthering their own career objectives. If the mentee and mentor relationship exists within the same organization, effective priming of employees by mentors having climbed through the same ranks provide mentees with challenges, support, and unparalleled commitment. This two-sided value benefits the organization in the form of “succession training,” which is critical to retention. This brief report was compiled after telephonically surveying seventy managers from varied sectors of the professional community. All participants expressed answers to an identical set of posed questions, and although the poll contained a segregated capture of male and female answers, it’s not specifically referenced or graphed within this report. The answers herein demonstrate a collective percentile of forty-four men, and twenty-six women surveyed to represent ages between twenty-two and sixty-nine. The polled participants captured the same median age of ZyBox employees, which is forty-five.
INTRODUCTION
Business is increasingly faced with downsizing traditional models of operation. With very little preparation or support, employees are often expected or dutifully obligated to accept more challenging roles. Consequently, workers are moving within organizations and gathering experience, but they’re unable to
Bibliography: Hart, E. Wayne. "Seven Ways To Be An Effective Mentor." Forbes.com. 30 June, 2010. Retrieved 05 Feb, 2013 < http://www.forbes.com/2010/06/30/mentor-coach-executive-training- leadership-managing-ccl.html >. Hollister, L. Rose. "The Benefits of Being a Mentor." ache.org. March/April, 2001. Retrieved 05 Feb, 2013 < http://www.ache.org/newclub/CAREER/MentorArticles/Benefits.cfm >. Travis, Eryn. "The Effects of Mentoring and Business." Demand Media. Retrieved 05 Feb, 2013 < http://smallbusiness.chron.com/effects-mentoring-business-20596.html >.