MENTORING

WHAT IS MENTORING?

Mentoring sustained relationship between a youth and an adult.Adult will offers support, guidance, and assistance through a difficult period, faces new challenges, work to correct earlier problems to another person.
A mentor has knowledge and experience in an area and shares it.

There are 2 types of mentoring:
A) natural mentoring-friendship, collegiality, teaching, coaching, and counseling.
B) planned mentoring-mentor and mentee matched through a formal process.


STEPS IN MENTORING

By Florence Stone, (Dearborn Trade Publishing) Mentoring start with 3 stages of relationship:
A) honeymoon
B) increase responsibility
C) person’s independence.

By Tabbron Et Al (1997) 5 stages; gaining awareness, building rapport, setting direction, making progress, and moving on.

Mentoring have 2 types;
a) one-by-one,
b) group.


GOOD MENTOR.

Mentor must build their personal network to make those contacts available to "mentees,"
mentors can learn how to discuss their mentees with others, cheerleading for them yet being honest about their abilities.

Mentor as career counselor; gauge mentees' aspirations and set individual goals that fit in with the organization's needs.

Mentor involve in analyze and provide feedback about mentee performance. The feedback is different from staff member—give specific feedback.

They will use technology—especially for long distance mentoring — ”e-mentoring”.—Easy to approach any time.

They will not blame on the mantee and stay natural.

Will give honest answers about mantee performance.

A good mentor will perform good at their own job.

They will always active in questioning mentee’

Give constructive and provide positive feedback

Genuinely interested to teach on personal level

Willing to debate, argue and discuss.

Mentor should get balance on the right between “over” and “under” helping
# to avoid unhealthy dependence upon mentee/demoralize.
# to allow mentees to find their own way.

ADVANTAGE TO ORGANIZATION

• it is work focused.

• It is a feedback systems.

• It include the full range of working and human activity.

• Value added activity.

• Powerful and cost effective method of encouraging development—overcome new employees reluctance to ask help and seek 4 advice of others.

• Minimize cost of training session to new comers.

• Mentoring in group—An organization can maximize its pool of qualified mentors, because the mentor-mentee ratio is larger.

• mentoring in group - Groups help normalize a mentoring culture throughout the organization.

ADVANTAGE TO INDIVIDUAL.

• It is unique to the need and interests of each person.

• When it work well it focus on our real learning needs on a specific and personal level.
  

• It engages hearts as well as minds.

• It can happen alongside, all other learning process.

• Mentored youth develop the necessary skills to enter/ continue career path.

• Supported during personal/ social stress and provides guidance for decision making—support personal development.

• Increase peer recognition

• Mentor—have opportunity to improve communication.

• Mentoring in group—Mentees receive multiple sources of feedback, not just that of one mentor. Hearing the same message from many sources can have increased impact.

————————————————
Mentee;

• career advancement/career progress

• Salary

• Professional identification

• Challenge

• Support/affirmation & frienship

• Networking

• Improve self confidence

• Receive no threatening opportunity.

• Outstanding career advice—enhance performance

• Better understanding of e corporate/organization culture.

Mentor;

• career enhancement

• Learning from mentee—new skill & technology, important feature 4 e next generation.

• Better understanding of others work style.

• Improvement in their coaching skills

• Satisfaction from passing on their knowledge 2 others.

DISADVANTAGE TO ORGANIZATION
DISADVANTAGE TO INDIVIDUAL

Disadvantage for mentee;
-Overdependence on mentor
-Micro-management from e mentor;based on the mentor
-fails mentor bring false information
-negative perception from mentor to mentee

Disadvantage for mentor;
-mentee dependence on mentor
-need time, energy commitment 2 mentee
-negative perception from mentee; make them less respect.

WHAT ORGANIZATION SHOULD DO TO MAKE MENTORING BEING +VE ONE.

Select appropriate person to be MENTOR:
- He/she should have knowledge on that particular area.—the knowledge must up—to-date.
- Interested to being a mentor—desired to help.
- Able to adapt to change in time to influence and control future developments.
- time & energy—people who able to give time to the relationship to allow it to develop.
- Being a coach and a counselor—encourage mentees ro value their own work and
development.
- good reputation for developing others—have effective mentoring skill from past experience.

Apply mentoring strategies;
- Should direct involvement of senior management—who may act as role models in the
scheme— fully understand the organization culture.
- Provide training for both mentor and mentee
- Have manual to mentor and mentee review/ refer.
- Should be clear management structures for directing the scheme.
- scheme should be reviewed and evaluated
regularly.
- scheme should be monitored in ways that allow the tangible benefits to be identified and
valued.
- Scheme should be well understood within the department—so the staff feel sense of
ownership of the success.

Match right mentors & protégés;
- The highest priority—given to similar job assignment, close proximity & common plan.
- Age diff. of 5+ years & diff experience’s level.
- matching personality types between mentor & protégé.
- allow the protégé to decide if gender matching.

---------------------------------------------------------------------------------------------------------
extra explaination on advantage of mentoring to organization and mentor.
----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
ADVANTAGE OF MENTORING TO ORGANIZATION.

• Reduced Operating Costs — Mentoring can assess the effectiveness of environmental programs, often identifying operating efficiencies and reducing costs by eliminating wasteful practices. It can help prioritize activities to ensure that proactive initiatives provide the greatest environmental and economic returns. In many cases, reducing waste or upgrading housekeeping can result in operational improvements, lower error rates, reduced cleanup or set-up time, and other business efficiencies.

• Improved Compliance — Mentoring can identify where company practices may be in violation of government regulations or the standards or expectations of key stakeholder groups. Many regulatory agencies look favorably at companies that identify problems themselves, especially if they publicly disclose the problems, demonstrate they are working to solve them, and develop management systems to reduce the likelihood of recurrence.

• Early Identification of Liabilities and Risk —Mentoring also can help identify practices or situations that could pose future liabilities to a company, such as environmental releases that could endanger the health of employees or the public, and can identify opportunities to solve problems before they result in costly legal actions.

• Improved Customer Relations — A growing number of customers — both individual consumers and business-to-business customers — are seeking relationships with companies that demonstrate concern for the environment and society. Mentoring can help companies demonstrate their environmental stewardship and commitment to social responsibility, increasing the likelihood that they will be viewed by some customers as a supplier of choice.

• Improved Employee Relations — Studies show that employees increasingly are drawn to companies that demonstrate environmental stewardship in their communities. That enhances a leadership company’s ability to attract and retain valued employees, especially during tight labor markets. Mentoring — and the resulting improvements in environmental performance — can help companies demonstrate their environmental concern to both current and future employees.

• Enhanced Competencies — The knowledge gained from mentoring relationships can increase skills and competencies — not just of key individuals but the company as a whole. A competent, confident staff will better understand their role as environmental stewards within the company and will be better able to identify future environmental problems and opportunities.

• Improved Health and Safety — Mentoring can identify instances where waste and inefficiencies may be endangering workers’ health and safety, or where lower-risk materials may be substituted for toxic materials or used in a way that reduces employees’ risk of exposure. Many of these improvement opportunities also may lead to cost reductions through reduced health and fire risks or by limiting an employer’s liability.
  

ADVANTAGE TO INDIVIDUAL(MENTOR)

• Enhanced Self-Knowledge — A mentoring relationship can allow opportunities for companies to take a fresh look at themselves. Through the process of sharing information and knowledge with mentees, some companies identify potential areas for improvement in their own operations. Individuals involved with mentoring may similarly sharpen their own professional development through their interactions with other companies.
  

• New Growth and Opportunities — Some companies have reported that their participation in a mentoring program reinvigorated their own environmental efforts, encouraged the growth of new ideas, and provided opportunities for effective networking.

• Supply Chain Efficiencies — Companies that provide mentoring to companies in their supply chain often help themselves by improving the efficiency and environmental performance of their suppliers. In some cases, suppliers may find innovative ways to reduce the use of toxic substances, or significantly cut packaging use. Mentoring may reduce suppliers’ costs, resulting in savings to their customers.

• Increased Employee Commitment — Mentoring programs can engage and energize employees in the mentoring company. In addition to developing employee skills, mentoring programs also can instill or improve employee satisfaction and commitment, both for employees directly involved with mentoring and for others who take pride in their company’s environmental leadership.

• Enhanced Reputation — Being a mentor can help demonstrate to a variety of stakeholders — customers, regulators, community leaders, the media, and others — a company’s commitment to being a responsible corporate citizen and a leader in its community in promoting environmentally responsible practices.