- personal growth, development,
- help in applying learning, higher commitment to the company
- opportunity to explore ideas in a neutral environment
- faster transition into new roles or during change
- develop expertise, wider perspective and larger network
- better management of career goals/progression
- increase confidence and self awareness
- understanding issues faced by other areas and levels
- improve coaching and communication skills
- satisfaction from helping to develop others
- personal growth, development and enhanced credibility
- exposure to new ideas
- better employee focus, engagement and retention
- higher performance and increased knowledge
- more effective transitions, e.g. new roles, change
- employees clearer about their role and the company
- improved communications and inter-departmental co-operation
- Initiate and drive the relationship – the mentoring process should be mentee driven!
- Identify initial learning goals
- Seek feedback and take an active role in their own learning
- Set up meetings and initiate discussions and activities
- Allocate time and energy
- Follow through on commitments
From mentors:
- Have reasonable expectations of the mentee
- Be a resource and provide feedback
- Allocate time and energy
- Help the mentee develop an appropriate learning plan
- Follow through
Research has shown that effective mentoring can be achieved by just 60 minutes per month, even if not face to face. From my personal experience 60 minutes fortnightly would be the best. Usually mentoring relationships last from 3 up to 12 months, but can take longer if both a mentee and a mentor want to continue it – in my case it is already 3 years.
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Roundtable session at Agile Management 2013 conference |
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