MENTORING

Mentoring

Mentoring

Introduction

Mentoring encompasses the notion that a mentor deliberately sharpens the skills of the mentee. For instance, there are references in early literary works to the term mentor as a trusted friend, counsellor, and wise teacher. As in the case of different organizations, there is significant value of having a mentor in the workplace.

Research clearly establishes mentoring as a random event that when completely integrated into the culture of an organization, results in continued benefits with widespread influence and sustained success (Cohen, 2003, p.18).

Mentoring provides a formal avenue for senior employees and executives to provide their expertise to less experienced employees in an effort to advance careers and enhance proficiency. Mentoring ensures employee access to particular and specific experts throughout their professional careers, and “when executed correctly, the art of mentoring can propel one's career and skills to a higher level” (Marx, 2006, p.11).

Discussion

Definitions of mentoring

According to Smith, Howard, and Harrington (2005, p.21) mentoring is an interpersonal relationship between a knowledgeable individual and an inexperienced individual. This relationship provides career guidance designed to facilitate future success.

Sparrow (2005, p.16) defined mentoring as the developmental dialogue between mentor and mentee, which often includes personal and professional guidance, as well as holistic development.

Similarly, Bass, (1990, p. 33) one chooses to become a leader. In addition, with the continuous honing of leadership skills, talented employees evolve into leaders who consistently lead by example, demonstrating selfless service to others as mentors. Regarding the essence of leadership and mentoring, it is edifying to consider Covey's (2004) definition of leadership. “Leadership is communicating to people their worth and potential so clearly that they come to see it in themselves” (Covey, 2004, p. 98).

The process and principles involved in mentoring

Successful mentoring plays a key role in the ability to gain and retain competitive employees. Organizations in various industries adopted organizational strategies that included mentoring as a strategic objective. Fundamental theories regarding such strategies include social learning, adult development, and relationship theories. For example, Mead's (1964, p.65) work regarding the theory of social learning is instructive, where mentee learn from the observation of others.

Organizational culture and structure have changed since the early days of the study of mentoring (Gibb, 1994, p. 48). One way to combat continual change and tap into institutional knowledge is through effective mentoring programs. Adult developmental theory and interpersonal learning programs facilitate the ability to foster the continued employee growth and employee development (Cohen, 2003, p.21). Mentoring solidifies ongoing working relationships despite increasing diversity, globalization, and technological advances.

Mentoring may take place in the context of naturally occurring relationships, but the term itself has generally come to be used to describe formalized versions of this type of relationship. Formal or 'artificial' mentoring is generally thought of as a relationship between two strangers, instigated by a third party, who intentionally matches the mentor with the mentee according to the needs of the latter as a part of a planned intervention or programme. Formal mentoring typically concentrates on young people who, for varying reasons, are considered to ...