Mentoring In The Workplace
Mentoring originates from Greek mythology and was used to describe a relationship where an older, wiser, more experience guardian would serve as an advisor, teacher, friend and nurturer to a younger, inexperienced person.
Modern workplace mentoring is typically a one-to-one relationship between a more experienced and a less experienced employee which is based upon encouragement, constructive comments, openness, mutual trust, respect and a willingness to learn and share. The mentoring relationship can be both short and long term. It may develop to focus on a particular issue or it may be one that lasts for years covering a range of issues. Many mentor relationships extend beyond the initially agreed timeframe, with some mentor relationships
existing through an entire career.
WHAT IS A MENTOR?
Defining a mentor is not easy as your role will vary throughout the relationship. However, your primary role as a mentor is to provide guidance and support based on the unique personality and circumstance of your mentee(s).
The mentor is not there to provide instructions or ‘the answers’, but to guide the mentee towards ‘the answer’ that is right for them. Being a mentor is not the same as being a friend. Of course you may become friends over time, however the objective is to provide objective guidance to your mentee during their trainee/graduate program.
It is also important to know the difference between a mentor and counsellor. Whilst you may find yourself having personal conversations with your mentee(s), you shouldn’t take the responsibility of professional counselling. Each government agency, and the public sector as a whole, have many support services, including the Employee Assistance Program (EPA) and professional partners that you can refer your mentee for professional assistance where needed.
Mentors are often confused with coaches, counsellors and supervisors, however, each of these have distinctive differences in purpose and power relationship to the mentee. Mentees will always have a supervisor and a mentor but may also have other people in their workplaces and personal lives that take on the roles of counsellor and coach.
In a workplace context a mentor does not have any direct authority or influence over a mentees work or job tasks.
Modern workplace mentoring is typically a one-to-one relationship between a more experienced and a less experienced employee which is based upon encouragement, constructive comments, openness, mutual trust, respect and a willingness to learn and share. The mentoring relationship can be both short and long term. It may develop to focus on a particular issue or it may be one that lasts for years covering a range of issues. Many mentor relationships extend beyond the initially agreed timeframe, with some mentor relationships
existing through an entire career.
WHAT IS A MENTOR?
Defining a mentor is not easy as your role will vary throughout the relationship. However, your primary role as a mentor is to provide guidance and support based on the unique personality and circumstance of your mentee(s).
The mentor is not there to provide instructions or ‘the answers’, but to guide the mentee towards ‘the answer’ that is right for them. Being a mentor is not the same as being a friend. Of course you may become friends over time, however the objective is to provide objective guidance to your mentee during their trainee/graduate program.
It is also important to know the difference between a mentor and counsellor. Whilst you may find yourself having personal conversations with your mentee(s), you shouldn’t take the responsibility of professional counselling. Each government agency, and the public sector as a whole, have many support services, including the Employee Assistance Program (EPA) and professional partners that you can refer your mentee for professional assistance where needed.
Mentors are often confused with coaches, counsellors and supervisors, however, each of these have distinctive differences in purpose and power relationship to the mentee. Mentees will always have a supervisor and a mentor but may also have other people in their workplaces and personal lives that take on the roles of counsellor and coach.
In a workplace context a mentor does not have any direct authority or influence over a mentees work or job tasks.