Literature studies indicate that formal mentoring is commonly arranged or assigned in workplace or academia settings, therefore mentors and protégé may have never met but simply assigned to each other. However, acquirement of training and skills cultivates advancement opportunities and higher pay (Nemanick, 2000). Mentoring in organizations have mutual positive and impactful effects such as professional growth, career advancement and career mobility for the protégé; the mentor receives recognition of accomplishments, renewing communication skills, protégé linkage to issues in younger generations and development and retainment of talent in organization (William, 2000). The problem with formal mentoring is the duration, if formal mentorships are arranged or assigned within organizations, the preset duration can conflict the desired outcomes. What may take an protégé two month may take another two
Usually in formal mentoring program, the mentors are senior supervisors or managers who act as a role model and is knowledgeable and experienced person in an organization. They are the source of motivation for the mentees and they encourage teamwork in an organization.Conversly. In an informal mentoring program, the relationship is built on the bases of achieving certain demands. Such relationship last for
The mentor will ensure they will create opportunities, and establish times to meet together to discuss certain topics. Doing this will show the mentee that the mentor in-facts cares and is genuine about the mentorship. Furthermore, a mentor should put the interest of the mentee first, helping the mentee in every possible way they can in order for the mentee to the most successful they can be in their career. Lastly, a mentor should always give constructive feedback, establishing trust within the relationship. That said, a mentee needs to hold a certain expectation of the mentor throughout the mentorship.
He recognized his lack of technology skills in the late 1990s, and believed that the youngest people joining the company were far more knowledgeable and comfortable about using new technologies than their managers. So, he asked 500 of his top executives to seek out mentors from among the new joiners. Since, reverse mentoring proved to be very beneficial not only for enhancing the performance and confidence of senior employees but also for enhancing the bonding and relationship between juniors and seniors, this concept is becoming increasing popular and being encouraged by various organizations. But the fact is that even reverse mentoring has its roots embedded in the traditional mentoring system. For example, usually, a mentor is expected to be senior and more experienced than the mentee.
For newer nurses, they can help build much-needed confidence. And for nurses at any stage, a mentor can help you see past the short term to your whole path. Mentorships can happen in an official or unofficial capacity. As stated by Tjan (2017) Mentorship comes in many savors. It is not continuously effective unless leaders bear in intellect a few common standards.
The sponsor provides the mentoree influential networks, links them to valuable resources, provides career guidance and development, and is the mentoree’s advocate to the organization. These things develop the mentoree and can accelerate their leadership formation. Organizations should always be looking for potential leaders and providing Sponsor mentors for retention and organizational improvement. In summary, “Sponsorship is a relational process in which a mentor having credibility and positional or spiritual authority within an organization or network relates to a mentoree not having those resources so as to enable development of the mentoree and the mentoree’s influence in the organization.” (Stanley and Clinton 124) Finally, the last type of mentoring is passive and is called Model mentoring. The model mentor can either be contemporary (currently living) or historical (ceased).
Being able to make themselves available is a huge part of mentorship. The mentor needs to find times, days, and locations in which they are able to meet with the mentee. If they cannot be present for the mentee then there is no relationship being made and therefore no mentoring is taking place. Honesty is a huge factor when it comes to mentorship, hence why it is a responsibility of the mentor. As mentioned above, the mentor needs to be honest and give the tough feedback so that you can learn off of your mistakes and gain more knowledge from your mentor who has more experience than
Literature Review: Over the last 50 years, mentoring program has been largely emphasized in almost all sectors of the organization, different researchers has proved through their research that mentoring program has brought some or the other kind of a change in an employee as an individual and organization as a whole. The term mentoring is as old as ancient Greeks times, when odysseys told his friend to act as a mentor for his son and teach him how to face challenges in life. Since then this term is evolving and its meaning has changed to some extent as now mentors are not consider to be older in age but rather more experienced than their mentees. Mentoring in an organizational context In an organizational context mentoring program act as a
In fact in the career arsenal having right mentor is the most powerful tool regardless of the working experience (the protégé may be new to the working world or may have good amount of experience). Sheila Wellington, former president of Catalyst Foundation and author of Be Your Own Mentor, believes it’s one of the main reasons why men tend to rise higher than women in the workplace – men are more likely to have mentors throughout their careers than women. Mentor can give direction to your career in innumerable ways. They give direction to the career by guiding to acquire the professional skills, making you understand about the ins and outs of the industry, introducing to the right people, guiding to overcome the office politics, etc. To find the right mentor in your career following points should be kept in