What is Mentoring?

Mentoring refers to a personal developmental relationship in which a more experienced or more knowledgeable person helps to guide a less experienced or less knowledgeable person. However, true mentoring is more than just answering occasional questions or providing ad hoc help. It is about an ongoing relationship of learning, dialog, and challenge.

The person in receipt of mentorship may be referred to as a protégé (male), a protégée (female), an apprentice or, in recent years, a mentee.

“Mentoring” is a process that always involves communication and is relationship based, but its precise definition is elusive. One definition of the many that have been proposed, is

Mentoring is a process for the informal transmission of knowledge, social capital, and the psychosocial support perceived by the recipient as relevant to work, career, or professional development; mentoring entails informal communication, usually face-to-face and during a sustained period of time, between a person who is perceived to have greater relevant knowledge, wisdom, or experience (the mentor) and a person who is perceived to have less (the protégé)”.[1]

Mentoring in Europe has existed since at least Ancient Greek times. Since the 1970s it has spread in the United States of America mainly in training contexts and it has been described as “an innovation in American management”.

The focus of mentoring is to develop the whole person and so the techniques are broad and require wisdom in order to be used appropriately.[4]

A 1995 study of mentoring techniques most commonly used in business[5] found that the five most commonly used techniques among mentors were:

  1. Accompanying: making a commitment in a caring way, which involves taking part in the learning process side-by-side with the learner.
  2. Sowing: mentors are often confronted with the difficulty of preparing the learner before he or she is ready to change. Sowing is necessary when you know that what you say may not be understood or even acceptable to learners at first but will make sense and have value to the mentee when the situation requires it.
  3. Catalyzing: when change reaches a critical level of pressure, learning can jump ( jump ?? ). Here the mentor chooses to plunge the learner right into change, provoking a different way of thinking, a change in identity or a re-ordering of values.
  4. Showing: this is making something understandable, or using your own example to demonstrate a skill or activity. You show what you are talking about, you show by your own behavior.
  5. Harvesting: here the mentor focuses on “picking the ripe fruit”: it is usually used to create awareness of what was learned by experience and to draw conclusions. The key questions here are: “What have you learned?”, “How useful is it?”.

Different techniques may be used by mentors according to the situation and the mindset of the mentee, and the techniques used in modern organizations can be found in ancient education systems, from the Socratic technique of harvesting to the accompaniment method of learning used in the apprenticeship of itinerant cathedral builders during the Middle Ages.  Leadership authors Jim Kouzes and Barry Posner advise mentors to look for “teachable moments” in order to “expand or realize the potentialities of the people in the organizations they lead” and underline that personal credibility is as essential to quality mentoring as skill.

 

From Wikipedia, the free encyclopedia