Are you MENTOR material
I found mentoring within my own organisation a struggle. I was adept at directing (initially explaining the competencies necessary within a role) and steering new hires to adopt the right processes and procedures. I was also expert at delegating (some would call it dumping -- i perceived that once a new hire was told what to do, they could safetly be left to do it... as that is how I preferred to be managed). I was comfortable letting go completely to team members, expecting them to approach me as and when they felt necessary. I struggled in mentoring and coaching. I never had enough time and I could clearly see what I perceived were both problem and solution and was frustrated I had to encourage a learning journey when all they needed to do was as I directed.
I fell into mentoring accidentally when I joined a non-profit board soon after retirement.
I feel this direct / delegate short-cut amongst many I engage with. This direct / delegate transition is typically ineffective in getting things done and is often detrimental to career development. Hence my refocus on mentoring, the next step after directing. The new hire has been told what to do, but still struggles both with confidence and competence. Mentoring focuses on building both... coaching focuses on building confidence knowing that the coachee already has performance competence.
Stepping from the lineup and into the role of an external mentor offers a unique opportunity to shape the future of leadership outside traditional boundaries of organization development. External mentoring, as distinct from coaching, exhibits both directive and supportive behaviour, allows you as the mentor to help by setting the agenda, and guiding using your wisdom and experience.
The Distinction Between Mentoring and Coaching
Typically coaching is an engagement where the discussion agenda is set by the competent coachee and coaches focus on open questioning promoting confidence. Whereas mentoring , I perceive, involves in addition a more directive approach addressing gaps in competence as well, which is absent from a coaching engagement . As an external mentor, you have the privilege of actively guiding your mentee, drawing examples and suggestions from your rich tapestry of experience to prompt the mentee to set a path that not only aligns with their goals but also challenges and expands their professional horizon.
Why Step Into External Mentoring?
External mentoring is not just about imparting knowledge; it's about fostering a potentially transformational relationship early in a persons career. Your objective perspective as an outsider should bring invaluable insights, free from the internal biases often present with an mentor from within the organization. This unique position allows you to offer guidance that is both candid and impactful, facilitating the mentee to think more strategically, consider different decision options, enhance their emotional intelligence and grow much needed peer-to-peer skills.
Mentoring, is a multi-dimensional practice; demanding a unique blend of capabilities .
Skills: Effective mentoring hinges on a robust skill set based on the mentors work experience as well as skills gathered through experience. As mentoring is partly directive in purpose focusing on ensuring competence, mentors fundamentally need business acumen as they will be working to support the mentees business as much as working with the mentee themself to build their confidence. Competencies such as goal-setting and action planning is essential, helping mentees to identify their objectives clearly and chart a realistic path toward achieving them building competence. Moreover, mentors need to be adept in confidence building skills such as empathetic questioning and deep listening to encourage problem-solving and critical thinking behaviours, empowering mentees to navigate challenges creatively and independently. Sharing these skills enable mentors to understand their mentees deeply, provide constructive feedback, and guide without overshadowing.
Attitudes: The right attitude is the cornerstone of impactful mentoring. A mentor's approach should be underpinned by empathy, patience, and genuine interest in the mentee's growth. An open-minded attitude encourages embracing diverse perspectives especially including the mentees views, so they feel genuinely valued and understood. Moreover, a commitment to continuous learning and self-improvement signifies a mentor's dedication to their role, inspiring mentees to adopt a similar mindset towards their personal and professional development.
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Behaviours: The behaviours exhibited by mentors can profoundly influence the mentoring dynamic. Consistency in actions and words builds trust, creating a safe and supportive space for the mentee. Confidentiality and respect for the mentee's autonomy are paramount, ensuring a foundation of mutual respect. Proactive engagement and responsiveness further enrich the mentoring experience, demonstrating the mentor's investment in the mentee's progress and willingness to go the extra mile.
Connections: A mentor's ability to leverage their personal network can be immensely beneficial for mentees, providing them access to a broader spectrum of insights, opportunities, and resources. By facilitating introductions and advocating for their mentees, mentors can help open doors that might otherwise remain closed. However, the true value lies in showing mentees how to build and nurture these own connections, fostering a sense of empowerment and independence.
Why Step Into External Mentoring?
External mentoring is not just about encouraging confidence but also imparting competence; it's about fostering a transformational relationship. Your objective perspective as an outsider brings invaluable insights, free from the internal biases often present within an organization. This unique position allows you to offer guidance that is both candid and impactful, facilitating strategic thinking, decision-making, and the enhancement of emotional intelligence and soft skills among leaders.
If you're contemplating the role of an external mentor, consider it a profound way to contribute to shaping tomorrows leaders. Your guidance as a mentor goes beyond mere skill enhancement; it's about instilling confidence, fostering innovation, and nurturing strategic prowess. By sharing your journey, successes, and even challenges, you illuminate the path for the leaders of tomorrow, making a lasting impact on individuals and organizations alike.
In essence, by adopting a mentoring mindset, you're not just contributing to an individual's growth; you're potentially setting the stage for the evolution of entire organizations. Embrace this journey with enthusiasm, knowing that your guidance as a mentor is a strategic imperative, shaping the corporate landscapes of the future with every leader you inspire.