A practical and direct process for use by new or seasoned mentors can be mastered in four simple steps.
Step 1: Extend Your Reach
Managers often report that one of the most satisfying parts of their job is when they have the opportunity to share their knowledge, experiences and insight with others. Reaching beyond the daily responsibilities of their job and profoundly affecting the growth and development of others brings the manager immediate rewards and the organization long lasting benefits. Fast-track mentoring education begins with “where and how” to offer help to learning partners.
Today´s employees want to learn and grow. Their own success is very important to them. The employee who cannot get answers, cannot learn or find out how to be successful, often grows frustrated and leaves the company.
Step 2: Listen, Don’t Preach
The mentor’s job doesn’t start with giving advice – it begins with listening. A mentor needs to hear what their partners want from the process. It’s also critical to learn about development needs and expectations. A good mentor must learn to explore the focus and understand the goals of their partners.
Step 3: Do More Than Teach
The traditional mentor was a teacher-but today it takes much more to be a successful mentor. There are four different conversation styles that can be used to stimulate learning and transmit knowledge quickly. They have been proven to promote learning and transmit knowledge quickly. Mentors need to learn how to share their stories, encourage dialogue, debrief their partner’s experiences, and help build network connections for their partners.
In a world where overnight obsolescence threatens skills and knowledge, success calls for creative ways to foster learning, improvement and everlasting experimentation.
Step 4: Define Actions for Each
Mentoring partners have equal responsibilities in making the process work. They need specific action plans so that both mentor and partner can measure the progress of their work together. The Mentoring process can be a great source of personal learning and satisfaction for everyone. But much of its success depends on finding the right balance between doing too much and doing too little.
As technology continues to change and the world continues to move faster, the value of using knowledge effectively in an organization will continue to skyrocket.
How Everyone Benefits
While the time-honored practice of mentoring has always been with us, it is now more than ever a dynamic tool for building collaborative relationships. Organizations need a simple but elegant process that demystifies the mentoring journey. It also should work to develop the mentor as he or she works to develop others.
A successful process should provide mentors and their partners with specifics on what to do, what to talk about, and how to take action. Mentoring in this fast-track format may well be one of the most powerful ways to engage and retain both employees and managers. It should also provide a payback for the organization so that talent can be recognized and grown.
Reprinted from hr.com, your source for knowledge, expertise and resources.
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