Mentoring
is a personal development strategy through which one person
facilitates
the development of another by sharing known resources,
expertise,
values, skills, perspectives, attitudes and proficiencies.
It allows
the learner to build skills and knowledge while attaining goals
for
career development. Conversely, it provides the opportunity for the
experienced
party to further enhance his/her skill and knowledge areas
by
continuously reassessing and building upon those areas.
Mentoring
relationships typically involve two people:
1. A
mentee who wishes to develop specific learning areas, and
2. A
mentor who fulfills the role of expert for those particular
learning
areas.
While the
reasons for becoming involved in a mentoring relationship as
either a
mentee or mentor are numerous and may vary upon individuals
and
circumstances, there exist several reasons that universally
apply.
Mentees
may become involved in a mentoring relationship to:
• Improve
a particular career area
• Learn
about another division of the organization
• Explore
their potential in development areas yet untapped
•
Acquaint themselves with the organization if they are new hires
• Expand
their leadership abilities
• Make
valuable contacts within the organization
• Enhance
opportunities for career advancement
REASONS
FOR MENTORING
Mentors may become involved in a mentoring
relationship to:
• Share
their expertise with another in the organization
• Prove themselves
as valuable leaders
• Expand
their professional network
• Invest
in the future of the organization
• Obtain
a fresh perspective of a subject
• Enhance
experience in their areas of expertise
• Cement
their role as subject matter experts
Mentoring
brings value to everybody involved in its practice: mentees, mentors and the
organization(s) for which they work.
Mentees
have an opportunity to gain wisdom from someone who has traveled the path
before them. Mentors have an opportunity to invest themselves in someone who
seeks what they can offer.
The
organization has the opportunity to share and spread its acquired learning and
know-how.
About
Glowan
The
Glowan Consulting Group was formed in 1993 on the premise that individuals and
organizations needed more than just pre-designed, prescripted
"training" to meet their human development goals. Organizations and
our societies are changing at a rate never seen before in our experience and we
need tools, techniques and support systems to meet those new challenges. Glowan
has been meeting those needs via our broad and deep offerings of Leadership and
Management Development Services and Products. Visit http://www.glowan.com for
more information.
