4 Who benefits from mentoring?
Lots of people benefit from mentoring in different ways. For example, some value the opportunity to talk through their ideas with a ‘critical friend’, while others need the accountability that a mentor can provide.
Activity 4 Why mentoring matters
Watch this video of people talking about why workplace mentors matter.
In the box below, make a list of the key points expressed in the video.
You might have highlighted the mentoring process, for example, comments about having a number of mentors, meeting regularly or working through a development plan.
Or you may have picked out comments that illustrate the benefits of mentoring, such as personal growth, the mentor also learning from the mentee, or having your own cheerleader!
The key point here is that different people will look for/provide/value different elements in each mentoring relationship. Finding the right mentor is key to getting what you need from the relationship, and you’ll look at how to do that in Week 5.
The following table, adapted from the work of McKimm, Jollie and Hatter (2007, p. 3), lists some of the benefits of mentoring, to the mentee, mentor and organisation.
Many organisations run formal mentoring programmes to develop and support their workforce. For example, they may be aiming to:
- offer orientation support to new staff
- enhance morale during a time of change
- develop staff who are currently under-achieving
- develop staff who are considered to have potential – succession planning for the future
- provide support for minority staff, for example, based on gender, ethnicity or disability.
In all these cases, the right kind of mentoring support can significantly enhance an individual’s workplace experience and career development.
Now that you’ve spent some time looking at what mentoring is, the next section will allow you to consider what mentoring is not!