How do you convince others of the value of mentoring?

Le mentorat est un lien entre mentor et mentee. Que reste-t-il de ce lien si on aborde le mentorat d’une fa?on purement commerciale ? Un mentor n’a pas à convaincre le mentee, ni pendant le mentorat, ni avant. C’est une relation de confiance et une coopération pour atteindre un but ensemble. Auriez-vous confiance et choisiriez-vous un guide de montagne qui ferait de la retape et essayerait de vous convaincre qu’il est le meilleur ? Ce sont ses pairs et ses clients qui lui reconnaissent ses compétences. Le mentor apporte son expérience et son regard extérieur sur ce que fait le mentee. C’est ce regard extérieur et éclairé qui fait toute la valeur du mentorat. S’il n’y a pas de demande, d’ambition, de challenge il n’y a pas de mentorat.

Target individuals seeking guidance, support, and knowledge sharing to enhance their personal and professional growth. I have mentoring startup founders, Innovators and students through various incubators. Every mentee needs a customized process of mentoring and largely depends on the Stage ,Sector and current Priorities .The founder wear multiple hats and it is the mentor responsibility to nurture and bring the High potential out of them. Entrepreneurship is always about Sell ,Solve ,Organize and Resourceful and I feel every founders are unique and mentor guide them how to navigate the path of running a successful venture by them self

"Expectations management" is critical to a successful mentoring experience. A mentor can choose to execute mentorship by playing specific roles, or a combination of roles (advisor, coach, friend, sparring partner, story teller, etc). This needs to be made crystal clear to the mentee so that they know what to expect from the mentor. On the other side, the mentee has to have an overarching idea of what they expect from the mentoring experience (short vs. long term, as well as specific mentor roles they have in mind). Setting these expectations clearly from the beginning helps both sides find a match that truly maximizes the experience. For a mentor, identifying the audience should be the very first step.

We identify our mentees indirectly through our profile, how we define our visible identity - kind of experience, skillset, interests, thinking process - which can be visible through our LinkedIn profile or adplist.org profile, which attracts probably intended audience to sign up for the mentorship. Sometimes, it is also how we honestly influence the mentee, with an interesting profile to attract, to how we share the honest, surprising take on a mentee's journey, to help them prepare for the next step for success & happiness. When we are not sure, then just being humble & honest in sharing our story is what we need to do to build trust with the mentee. Our goal is just to give one more lens/torch to the mentee to continue their journey.

From my experience, - Acceptance to mentoring has to be voluntary; cannot be convinced. - However, resourceful one is acceptance from receiver/subject depends on the insight receiver has - Creation of insight depends on realization of a need for improvement. - Whatever said and done, taming/training irrespective of possible with compulsions as regimentation. That occurs over a period of time... Thanks

Apprenticeships have always played a significant role throughout history. Look at ancient Rome, a civilization renowned for its productivity. They had an official apprenticeship system, where aspiring individuals committed to serving under a mentor for five to ten years. This immersive experience allowed apprentices to mature in their chosen field fully, gaining practical knowledge and daily guidance. Though times have changed, the mentor-apprentice relationship still holds immense value in developing future leaders.

A mentor has various tools at their disposal to maximize the mentorship experience. One of those tools is storytelling, and it's very effective because there is a very human element to it - emotions. A good story teller will share experiences in a way that provokes emotion, thereby making the lesson truly stick. Storytelling provides context and perspective and these help the mentee build and hone their ability to think critically.

Far from a hierarchical setup, it's an environment that thrives on shared insights and learning. Sharing personal experiences of triumphing over challenges in your own mentoring journey can be incredibly impactful. By doing so, you demonstrate that barriers can be overcome, and the rewards of mentorship far outweigh any initial doubts. The aim is to showcase how mentorship is a dynamic, inclusive, and productive avenue for personal and professional development, debunking any misconceptions along the way.

This day with interconnectivity and flexible work spaces it can really open up the world of mentoring. No longer do you depend on someone in your office / company to be a mentor. Use social media to look for people that inspire you or let other people know you are available for mentoring. Being able to mentor others and see them grow is really rewarding and worth the time you put into it.

Absolutely agree with this insightful perspective on harnessing the value of mentoring, particularly within the context of guiding military mentees through their transition into civilian roles. Inviting feedback and questions not only helps us understand the needs and concerns of our mentees but also fosters an environment of open communication and mutual respect. Addressing doubts and acknowledging diverse viewpoints builds trust and rapport, allowing for more meaningful and effective guidance. This two-way exchange of information and insights strengthens the mentor-mentee relationship and contributes to successful transitions.

Honestly it’s the other way around, much like reverse mentoring. Get feedback from your mentee and measure if you actually added value being a mentor. If not, stop mentoring. Your mentee usually does not need to be convinced at the beginning, but will only know backwards if value has been provided. Don’t forget your mentee does invest too. ?

Unpopular opinion alert BUT you can engage in mentoring without convincing people around you of its value. If you know you need it, and if you know who you want to work with, diving into it will yield the results you seek. But don't expect those around you to always understand and support.

Unfortunately, in today's hypercompetitive leadership landscape, priorities have shifted. The push to create “exciting” leaders at an accelerated pace has paradoxically created learning barriers for aspiring individuals who simply want to get in the game. In an environment dominated by the need for instant gratification and the fear of judgment, it seems that we've become too cool for mentorship. But, let's not forget this fundamental truth: Behind every successful leader stands a mentor — a trusted guide who imparts wisdom and expertise.

The mentor role is very dynamic and can take various forms. A mentor could share knowledge, tell stories, provide networking possibilities, coach, advise, be a sparring partner, door opener, or just a friend. A mentor needs to carefully and methodically choose a combination of these roles. Regardless of which role the mentor chooses to execute, it must be made clear to the mentee so that expectations are managed from the start.

As a mentor within the American Corporate Partners program, guiding military mentees through their transition into the civilian workforce is a profound privilege. The transformative impact of mentorship is tangible - it fosters confidence, broadens perspectives, and helps our mentees embark on a new professional journey with clarity and purpose. The value of mentoring lies not only in the immediate assistance but in the lasting impact it has on shaping the futures of those who have served our nation.

Show the value workplace mentoring relationships can add by supporting purpose and vision, and objectives across ALL levels - individuals, teams and units, and the organization. Research has shown us the benefits are numerous and impact outcomes at all levels, such as: -Helping employees identify and pursue career goals that align with organizational objectives. -Improving on and learning new competencies, from technical to generalized. -Increased job satisfaction, motivation, and retention. -Improved performance and efficacy. -Building and strengthening personal and organizational networks and social capital. -Increasing individual and organizational capacity for better interpersonal communication and collaboration.