Companies and organisations are constantly changing and people are expected to continue their learning in an environment where self-sufficiency, including self-managed learning, is encouraged – and is essential to success. Whilst your direct line manager can assist your development and provide elements of support, they too can be part of the pressured environment and might not always the best person to help you with your long term development goals.
Many companies and organisations are also facing pressure on their development budgets and as part of the development options for individuals an opportunity to be mentored by someone independent may be relevant.
The role of a mentor complements that of the line manager. The line manager addresses the day to day business needs and activities of the individual and development to fulfill a specific role and function. The mentor will predominantly support the longer term goals and actions of their mentees. Mentors are able to offer objective but sympathetic guidance and a confidential, safe space to put things into perspective.
the benefits of mentoring
for the mentee
Access to different perspectives and experiences
Help in understanding and resolving organisational and political issues
Development of a wider network of people
Practical assistance through discussions regarding issues or problems
Help in developing your long term career and development goals and plans
for the mentor
Develop leadership and management qualities
Opportunity to practice good developmental behaviour outside line management responsibilities
Improve communication and personal skills
Development of own self-awareness
Expand your network
for the company
Support individuals in their development
Actively using experience of mature managers
Networking and sharing across organisations
Enhancing the development of both mentors and mentees