Mentoring – the right way

Dear Mentoring Mulling,

Mentoring has a long history, and many organisations continue to provide career mentorship to high-performing junior staff, as a way to help these persons attain their full potential and contribute even more to the organisation’s goals. AFETT, through its REACH Mentorship Programme, also provides professional mentoring to a selection of female secondary students. But before we get into the benefits of mentorship, it is important to understand exactly what we mean by mentoring.

The original Mentor is a character in Homer’s epic poem ‘The Odyssey’.

When Odysseus, King of Ithaca went to fight in the Trojan War, he entrusted the care of his kingdom to Mentor. Mentor also served as teacher and overseer to Odysseus’ son, Telemachus. In the Merriam- Webster dictionary, mentor is also defined as ‘a trusted counsellor or guide’. A mentor is thus an individual, usually older and always more experienced, who helps another with his/her individual development, without a thought for personal gain.

Many HR professionals use the term to describe in-house training techniques, and it is not uncommon either to hear senior managers describe themselves as mentors when talking about their relationships with junior co-workers. Aggressive career development usually entails latching on to a mentor who can help expand your network. Whatever the context, mentoring relationships can be among the most rewarding career-related interactions one can have – if done correctly. So, what exactly should a mentor and mentee be responsible for? And how should the relationship be managed?

For a mentoring relationship to be effective the mentor and mentee should be fully cognizant of their responsibilities. While both must understand that it is a voluntary process grounded in confidentiality and respect, most people agree that since the mentee is the principal beneficiary, she/he ought to manage the structure and progress of the relationship. The mentee should:
• Look around and identify people whom they admire or would like to emulate, regardless of age or gender
• Be courageous - being pleasantly persistent is the only way to develop any good business relationship. Since the mentee is the one looking for guidance, the onus is on him/her to be proactive
• Be clear on what she/he wants from a mentor - having tentative developmental plans, timelines and goals in mind at the start of the process is important to guiding the mentoring relationship
• Take responsibility for the flow of the relationship
• Guide discussions of what both parties expect, including meeting agendas, feedback and scheduling
• Ask questions and present scenarios
• Let the mentor know how learnings are being applied
• Give credit and gratitude for the support of the mentor Mentoring is undoubtedly one of the most powerful developmental tools available. And while the advantages to the mentee are obvious, the mentor also stands to benefit from the relationship as their own interpersonal, training and networking skills are enhanced in the process.

Not everyone can be a mentor.

Ideally, the mentor should be a trustworthy individual who role models the right behaviours and demonstrates empathy. The mentor is responsible for: Having a clear understanding of the mentee’s expectations
• Ensuring that he/she has the time and resources to commit to the mentorship relationship
• Encouraging her/his protégé to communicate openly
• Helping the mentee develop competencies needed to reach his/ her goals
• Reacting constructively to the mentee’s goals, ideas and plans
• Introducing the mentee to other helpful people and resources
• Providing genuine and positive feedback
• Checking in regularly to provide encouragement and share ideas Like most things, to realise its full potential, the mentoring relationship should be properly managed and measured. With clearly articulated goals, frequent feedback and full commitment, mentoring can truly change lives.

Good luck, AFETT.

AFETT is a not-for-profit organisation formed in 2002 with the goal of bringing together professional women and engaging in networking opportunities, professional training and business ideas. ASK AFETT is a column meant to address issues and concerns of professionals seeking advice to assist in progressing in their careers.

Today’s response was written by AFETT member, Lara Quentrall-Thomas, founder of AFETT and chairman of Regency Recruitment & Resources Ltd. Learn more about AFETT at www.

afett.com, search for AFETT Events on Facebook, follow us @AFETTEXECS on Twitter or contact us at 354-7130.

Email us your career-related questions at admin.afett@gmail.com.