Business Mentoring Matters

Week 3-Management Mentors FAQ's

Posted on Wed, Sep, 07, 2011

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We are answering some Frequently Asked Questions about corporate mentoring on our blog space. If you have a questions that you would like to ask, please post it in the comments section or contact us.

 FAQ corporate mentoring

FAQ:  What are the benefits of mentoring?

Mentoring benefits the organization, mentors and mentorees. A successful mentoring program benefits your organization by:

  • Enhancing strategic business initiatives
  • Encouraging retention
  • Reducing turnover costs
  • Improving productivity
  • Breaking down the "silo" mentality that hinders cooperation among company departments or divisions.
  • Elevating knowledge transfer from just getting information and to retaining the practical experience and wisdom gained from long-term employees.
  • Enhancing professional development.
  • Linking employees with valuable knowledge and information to other employees in need of such information
  • Using your own employees, instead of outside consultants, as internal experts for professional development
  • Supporting the creation of a multicultural workforce by creating relationships among diverse employees and allowing equal access to mentoring.
  • Creating a mentoring culture, which continuously promotes individual employee growth and development.

Mentors enjoy many benefits, including:

  • Gains insights from the mentoree’s background and history that can be used in the mentor’s professional and personal development.
  • Gains satisfaction in sharing expertise with others.
  • Re-energizes the mentor’s career.
  • Gains an ally in promoting the organization’s well-being.
  • Learns more about other areas within the organization.

Mentorees enjoy many benefits, including:

  • Gains from the mentor’s expertise
  • Receives critical feedback in key areas, such as communications, interpersonal relationships, technical abilities, change management and leadership skills
  • Develops a sharper focus on what is needed to grow professionally within the organization
  • Learns specific skills and knowledge that are relevant to personal goals
  • Networks with a more influential employee
  • Gains knowledge about the organization’s culture and unspoken rules that can be critical for success; as a result, adapts more quickly to the organization’s culture
  • Has a friendly ear with which to share frustrations as well as successes.

FAQ: What do you mean by “chemistry” and “compatibility?”
"Chemistry" is an intense, very personal feeling – an initial connection or attraction between two individuals that may develop into a strong, emotional bond. Unstructured and unpredictable, it is the basis for an informal mentoring relationship.
"Compatibility" occurs when individuals work together in harmony to achieve a common purpose. In formal mentoring, that means a more-seasoned person leading someone less experienced through a structured professional-development program in much the same way teachers facilitate learning.

FAQ: Are mentoring and coaching identical?

No. People often confuse mentoring and coaching. Though related, they are not the same. A mentor may coach, but a coach is not a mentor. Mentoring is “relational,” while coaching is “functional.” There are other significant differences.

  • Coaching characteristics:
  • Managers coach all of their staff as a required part of the job
  • Coaching takes place within the confines of a formal manager-employee relationship
  • Focuses on developing individuals within their current jobs
  • Interest is functional, arising out of the need to ensure that individuals can perform the tasks required to the best of their abilities
  • Relationship tends to be initiated and driven by an individual’s manager
  • Relationship is finite - ends as an individual transfers to another job
  • Mentoring characteristics:
  • Takes place outside of a line manager-employee relationship, at the mutual consent of a mentor and the person being mentored
  • Is career-focused or focuses on professional development that may be outside a mentoree’s area of work
  • Relationship is personal - a mentor provides both professional and personal support
  • Relationship may be initiated by a mentor or created through a match initiated by the organization
  • Relationship crosses job boundaries
  • Relationship may last for a specific period of time (nine months to a year) in a formal program, at which point the pair may continue in an informal mentoring relationship
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Image Credit: © Martin Konz |

Tags: Mentoring Programs, Mentoring FAQs