Mentoring – could you benefit from a mentor?

Mentoring…is a developmental process in which a more experienced person shares their knowledge with a less experienced person in a specific context through a series of conversations. It can also be a learning partnership between peers. European Mentoring and Coaching Council

Good mentoring relationships are beneficial for both parties. People in all walks of life from politicians to apprentices draw on the experiences and wisdom of people who have been there, seen it and done it.

Do you need a mentor? Well that’s for you to decide…read on to get some ideas as to how you could benefit.  You may realise that you already have many informal mentors – in life and in work.

A mentor may be someone who:

• You consider a role model for certain qualities or career achievements
• Has particular expertise you wish to share in

• Can provide guidance on their tried and trusted methods for doing something

• Is involved in an area of business you would benefit from knowing more about
• Will give you honest feedback on your strengths and tips for your development
• You believe will be willing to support you in achieving particular goals or share in your progress/challenges/aspirations

Ask yourself these questions before approaching a potential mentor:

• What skills, competencies, knowledge or experience would you benefit from developing via a mentor?
• From your current contacts/network who would be a good person to help you with each of these areas?   You might ask your manager for their thoughts.
• What do you want to get out of the relationship? This could include suggestions for other contacts/introductions to people in their network, work shadowing, etc
• How often and how frequently would you benefit from meeting and for how long? Think about what is practical and realistic for both you and the mentor.

Once you’ve found a mentor, take responsibility for driving the mentoring – approaching the mentor explaining what you want to get out of the relationship, arranging times, sharing ideas, letting them know what you’d like to talk about and taking action on what you have discussed, etc

Go to each meeting prepared to update on things you have done since last time relevant to the mentoring – your successes and challenges. Have a few areas for discussion/questions in mind.  This can often be difficult if there is no specific topic or area on which you’ve sought mentoring.

Here are a few ideas:

• Stories – their career, experiences, best and worst jobs, etc
• Tell me about a time when you…
• How did you get to where you are today?

 

• Situations – How would you do it/have done it
• I was doing this last week and X happened – how would you have dealt with it?

 

• Self-awareness – what can they tell you about you?
• What have you noticed about me?
• What are my strengths
• Any areas I could work on?

 

• Tips/knowledge/guidance to develop a skill
• eg presenting, project management

 

Your mentor may not have all the answers – they may have an opinion or suggestions but ultimately, it is for you to make decisions about how you use that information. They might point you in the direction of other people or make suggestions for reading/research.

For you to get the most from mentoring, be committed to change and taking action. Share your results and don’t forget to thank your mentor!

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Get in touch to find out more about coaching  

If you’re interested in developing your self awareness, communication or management skills, confidence, time management or just getting focus on your goals, do get in touch to discuss. I believe everyone has the potential to improve their performance, motivation and happiness – coaching works because you become accountable to an external person who is a source of encouragement and support – as well as challenging your barriers.

Email Zoë Whitby: zoe@zwcoaching.co.uk

Call on: 07919 201128

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