How informal mentorship can change your life
If your company doesn't have a formal mentorship program, there's no reason you can't create your own.
Mentorship is a hugely important tool for professional growth. It benefits both the mentor and mentee in terms of learning, engagement and confidence. As a result, organisations benefit too. Research shows that employees in mentoring relationships are not only more positive and productive, they're also more likely to stay at the organization and advance within it.
Sadly, mentorship is not always a valued part of every organisational culture. A study conducted by Robert Walters recruiting consultancy showed that 83 percent of professionals would like to be involved in a mentoring program, yet only 29 percent are in workplaces that offer them.
That doesn't mean you can't still benefit from creating your own mentorship program. If no formal structure exists, you can always create your own informal mentorship. Here are some steps to take:
Identify the right match
Whichever side of the equation you're on, determine who you'd like to partner with. If you're looking for a mentor, find that person who has what you want – the career, the character, the knowledge, the experience, the reputation, etc. You also want to find someone who is approachable and appears willing to share his or her expertise with you.
As a potential mentor, you can also identify good candidates for mentorship. Look for someone who can really benefit from your guidance – and wants it. A good mentee is someone who is ambitious and eager to learn, but also someone who won't require too much hand-holding.
Remember that a mentorship only works if both parties are invested in it, so be discerning in your selection.
Propose your idea
Once you think you've found a good partner, share your idea. Depending on your goals and your own personal style, you may or may not choose to define this as a "mentorship". It's perfectly acceptable to use other language that feels more natural.
For example, as a mentee approaching a potential mentor, you can say something like this: "I really admire your career and who you are as a professional. Would you be willing to share some of your experiences with me? I'd love to learn all I can from you."
As a mentor approaching a potential mentee, you can say something like this: "I see so much potential in you and would love to support you in your career. I think I could be of use to you; would you like to get together and chat?"
Again, find words that feel comfortable for you, and recognize that some people will not necessarily take you up on your suggestion. Don't push! Your goal should be to find someone who understands the benefit of giving or receiving professional support and is excited to engage in it.
Establish your "structure"
During your initial discussion, ask the other person if he or she would like to continue working together and, if so, how they might envision that. Be sure to bring your own ideas to the table too.
Informal mentorships don't necessarily have to have any set structure or schedule, though it can be helpful. Perhaps a weekly or monthly meeting would be useful if both parties are willing and able to devote the time.
Alternatively, as a mentor, you might simply explain that your door is open for the mentee as needed. You're there to help him or her brainstorm solutions to problems or provide insights for learning new skills. As a mentee, you might ask if it's OK to call on this person when facing challenges and to seek advice on career-related issues.
There are no right or wrong ways to approach this. The most important thing is to use your time wisely. Both parties must be fully engaged with the other person and come prepared to make your discussions fruitful.
Regardless of the structure you establish, be an active participant. Reach out to the other person on a regular basis just to check in, even if there is no pressing need. But again, make the conversation productive by considering what you would like to discuss first.
Mentorships can be incredibly rewarding experiences for everyone involved. They can enhance your professional life and, in some cases, can result in lifelong friendships. Don't let the lack of a formal mentorship program prevent you from experiencing this for yourself. – source: https://money.usnews.com
How informal mentorship can change your life
If your company doesn't have a formal mentorship program, there's no reason you can't create your own.
Mentorship is a hugely important tool for professional growth. It benefits both the mentor and mentee in terms of learning, engagement and confidence. As a result, organisations benefit too. Research shows that employees in mentoring relationships are not only more positive and productive, they're also more likely to stay at the organization and advance within it.
Sadly, mentorship is not always a valued part of every organisational culture. A study conducted by Robert Walters recruiting consultancy showed that 83 percent of professionals would like to be involved in a mentoring program, yet only 29 percent are in workplaces that offer them.
That doesn't mean you can't still benefit from creating your own mentorship program. If no formal structure exists, you can always create your own informal mentorship. Here are some steps to take:
Identify the right match
Whichever side of the equation you're on, determine who you'd like to partner with. If you're looking for a mentor, find that person who has what you want – the career, the character, the knowledge, the experience, the reputation, etc. You also want to find someone who is approachable and appears willing to share his or her expertise with you.
As a potential mentor, you can also identify good candidates for mentorship. Look for someone who can really benefit from your guidance – and wants it. A good mentee is someone who is ambitious and eager to learn, but also someone who won't require too much hand-holding.
Remember that a mentorship only works if both parties are invested in it, so be discerning in your selection.
Propose your idea
Once you think you've found a good partner, share your idea. Depending on your goals and your own personal style, you may or may not choose to define this as a "mentorship". It's perfectly acceptable to use other language that feels more natural.
For example, as a mentee approaching a potential mentor, you can say something like this: "I really admire your career and who you are as a professional. Would you be willing to share some of your experiences with me? I'd love to learn all I can from you."
As a mentor approaching a potential mentee, you can say something like this: "I see so much potential in you and would love to support you in your career. I think I could be of use to you; would you like to get together and chat?"
Again, find words that feel comfortable for you, and recognize that some people will not necessarily take you up on your suggestion. Don't push! Your goal should be to find someone who understands the benefit of giving or receiving professional support and is excited to engage in it.
Establish your "structure"
During your initial discussion, ask the other person if he or she would like to continue working together and, if so, how they might envision that. Be sure to bring your own ideas to the table too.
Informal mentorships don't necessarily have to have any set structure or schedule, though it can be helpful. Perhaps a weekly or monthly meeting would be useful if both parties are willing and able to devote the time.
Alternatively, as a mentor, you might simply explain that your door is open for the mentee as needed. You're there to help him or her brainstorm solutions to problems or provide insights for learning new skills. As a mentee, you might ask if it's OK to call on this person when facing challenges and to seek advice on career-related issues.
There are no right or wrong ways to approach this. The most important thing is to use your time wisely. Both parties must be fully engaged with the other person and come prepared to make your discussions fruitful.
Regardless of the structure you establish, be an active participant. Reach out to the other person on a regular basis just to check in, even if there is no pressing need. But again, make the conversation productive by considering what you would like to discuss first.
Mentorships can be incredibly rewarding experiences for everyone involved. They can enhance your professional life and, in some cases, can result in lifelong friendships. Don't let the lack of a formal mentorship program prevent you from experiencing this for yourself. – source: https://money.usnews.com
Sadly, mentorship is not always a valued part of every organisational culture. A study conducted by Robert Walters recruiting consultancy showed that 83 percent of professionals would like to be involved in a mentoring program, yet only 29 percent are in workplaces that offer them.
That doesn't mean you can't still benefit from creating your own mentorship program. If no formal structure exists, you can always create your own informal mentorship. Here are some steps to take:
Identify the right match
Whichever side of the equation you're on, determine who you'd like to partner with. If you're looking for a mentor, find that person who has what you want – the career, the character, the knowledge, the experience, the reputation, etc. You also want to find someone who is approachable and appears willing to share his or her expertise with you.
As a potential mentor, you can also identify good candidates for mentorship. Look for someone who can really benefit from your guidance – and wants it. A good mentee is someone who is ambitious and eager to learn, but also someone who won't require too much hand-holding.
Remember that a mentorship only works if both parties are invested in it, so be discerning in your selection.
Propose your idea
Once you think you've found a good partner, share your idea. Depending on your goals and your own personal style, you may or may not choose to define this as a "mentorship". It's perfectly acceptable to use other language that feels more natural.
For example, as a mentee approaching a potential mentor, you can say something like this: "I really admire your career and who you are as a professional. Would you be willing to share some of your experiences with me? I'd love to learn all I can from you."
As a mentor approaching a potential mentee, you can say something like this: "I see so much potential in you and would love to support you in your career. I think I could be of use to you; would you like to get together and chat?"
Again, find words that feel comfortable for you, and recognize that some people will not necessarily take you up on your suggestion. Don't push! Your goal should be to find someone who understands the benefit of giving or receiving professional support and is excited to engage in it.
Establish your "structure"
During your initial discussion, ask the other person if he or she would like to continue working together and, if so, how they might envision that. Be sure to bring your own ideas to the table too.
Informal mentorships don't necessarily have to have any set structure or schedule, though it can be helpful. Perhaps a weekly or monthly meeting would be useful if both parties are willing and able to devote the time.
Alternatively, as a mentor, you might simply explain that your door is open for the mentee as needed. You're there to help him or her brainstorm solutions to problems or provide insights for learning new skills. As a mentee, you might ask if it's OK to call on this person when facing challenges and to seek advice on career-related issues.
There are no right or wrong ways to approach this. The most important thing is to use your time wisely. Both parties must be fully engaged with the other person and come prepared to make your discussions fruitful.
Regardless of the structure you establish, be an active participant. Reach out to the other person on a regular basis just to check in, even if there is no pressing need. But again, make the conversation productive by considering what you would like to discuss first.
Mentorships can be incredibly rewarding experiences for everyone involved. They can enhance your professional life and, in some cases, can result in lifelong friendships. Don't let the lack of a formal mentorship program prevent you from experiencing this for yourself. – source: https://money.usnews.com
How informal mentorship can change your life
If your company doesn't have a formal mentorship program, there's no reason you can't create your own.
Mentorship is a hugely important tool for professional growth. It benefits both the mentor and mentee in terms of learning, engagement and confidence. As a result, organisations benefit too. Research shows that employees in mentoring relationships are not only more positive and productive, they're also more likely to stay at the organization and advance within it.
Sadly, mentorship is not always a valued part of every organisational culture. A study conducted by Robert Walters recruiting consultancy showed that 83 percent of professionals would like to be involved in a mentoring program, yet only 29 percent are in workplaces that offer them.
That doesn't mean you can't still benefit from creating your own mentorship program. If no formal structure exists, you can always create your own informal mentorship. Here are some steps to take:
Identify the right match
Whichever side of the equation you're on, determine who you'd like to partner with. If you're looking for a mentor, find that person who has what you want – the career, the character, the knowledge, the experience, the reputation, etc. You also want to find someone who is approachable and appears willing to share his or her expertise with you.
As a potential mentor, you can also identify good candidates for mentorship. Look for someone who can really benefit from your guidance – and wants it. A good mentee is someone who is ambitious and eager to learn, but also someone who won't require too much hand-holding.
Remember that a mentorship only works if both parties are invested in it, so be discerning in your selection.
Propose your idea
Once you think you've found a good partner, share your idea. Depending on your goals and your own personal style, you may or may not choose to define this as a "mentorship". It's perfectly acceptable to use other language that feels more natural.
For example, as a mentee approaching a potential mentor, you can say something like this: "I really admire your career and who you are as a professional. Would you be willing to share some of your experiences with me? I'd love to learn all I can from you."
As a mentor approaching a potential mentee, you can say something like this: "I see so much potential in you and would love to support you in your career. I think I could be of use to you; would you like to get together and chat?"
Again, find words that feel comfortable for you, and recognize that some people will not necessarily take you up on your suggestion. Don't push! Your goal should be to find someone who understands the benefit of giving or receiving professional support and is excited to engage in it.
Establish your "structure"
During your initial discussion, ask the other person if he or she would like to continue working together and, if so, how they might envision that. Be sure to bring your own ideas to the table too.
Informal mentorships don't necessarily have to have any set structure or schedule, though it can be helpful. Perhaps a weekly or monthly meeting would be useful if both parties are willing and able to devote the time.
Alternatively, as a mentor, you might simply explain that your door is open for the mentee as needed. You're there to help him or her brainstorm solutions to problems or provide insights for learning new skills. As a mentee, you might ask if it's OK to call on this person when facing challenges and to seek advice on career-related issues.
There are no right or wrong ways to approach this. The most important thing is to use your time wisely. Both parties must be fully engaged with the other person and come prepared to make your discussions fruitful.
Regardless of the structure you establish, be an active participant. Reach out to the other person on a regular basis just to check in, even if there is no pressing need. But again, make the conversation productive by considering what you would like to discuss first.
Mentorships can be incredibly rewarding experiences for everyone involved. They can enhance your professional life and, in some cases, can result in lifelong friendships. Don't let the lack of a formal mentorship program prevent you from experiencing this for yourself. – source: https://money.usnews.com
Comments
Namibian Sun
No comments have been left on this article