06 Aug Where have all the mentors gone?
“Colleagues are a wonderful thing – but mentors, that’s where the real work gets done.” ~ Junot Díaz, Author, Professor, Pulitzer Prize Winner
Over my years in senior leadership search, mentors have played a vital role in nurturing and developing business leaders across the board. It’s not quite the same feeling of deja vu I experience today when I think about a seemingly vanishing species called mentors. In a world of startups, unicorns, venture capitalists, and early-stage investors, discussions about mentors occupy the rarified realms. The need for mentors and mentorship is far greater than can be imagined. Why? It’s because doing business is far more complex than master classes make it out to be. Startup funding, unlimited passion and a unique vision are not the only ingredients for success.
Mentors and what they do
A mentor is an experienced individual who provides guidance, advice, and support to a less experienced person, a mentee. A distinct aspect of mentorship is that the mentor is a senior leader, sometimes suggested formally by the organisation. Often, the mentee seeks out the mentor. What’s encouraging is the rise of women mentors across industries.
According to Kerrie Dorman, ABM Founder and chief Ambassador, “The role of a mentor is to ease the path of a mentee on whatever their current journey may be. A mentor uses their experience and mentoring skills to explore options and encourage self- and environmental awareness.”
Are mentors the same as coaches?
While the two terms are often used interchangeably, coaching is a structured process where a professional coach assists individuals or teams in setting and achieving specific goals within a defined timeframe. Mentoring is a nurturing relationship that emphasises long-term personal and professional growth. It involves knowledge transfer, relationship-building, and holistic development, often encompassing broader career and life aspirations.
Mentorship matters
The absence of mentoring can have significant consequences on organisations. At Toyota, a lack of mentors during a rapid expansion phase led to a decline in the company’s ethos. Mentorship is crucial for fostering leadership skills and ensuring continuity in organisational culture.
The power of mentoring
Research has demonstrated the transformative power of mentoring in fostering resilience, growth and long-term success. Statistics show that 76% of SMEs that received mentoring reported business growth, and approximately 75% of leaders attribute their professional success to mentoring. Moreover, 66% of businesses with mentors reported increased survival rates, and 70% of mentored small businesses survived for five years or more, double the rate of non-mentored entrepreneurs.
A look at mentoring models
Mentoring models have evolved to meet the changing needs of businesses and individuals. Traditional long-term mentoring relationships offer deep learning and trust-building opportunities. However, innovative approaches like micro-mentoring and flash mentoring focus on short-term, specific skill development, making mentoring more accessible and flexible. Rotational mentoring exposes mentees to various mentors, enhancing their cultural and professional understanding. Network mentoring helps mentees expand their professional networks, while group mentoring fosters rich dialogue and learning among peers. Finally, external mentoring brings objective perspectives from outside the organisation, providing fresh insights and guidance.
Can mentoring and coaching be hybridised?
In my experience, combining mentoring and coaching can create a powerful synergy, offering the best of both worlds. Mentors can provide long-term guidance and wisdom, while coaches can help mentees achieve specific goals and improve performance. This hybrid approach ensures comprehensive personal and professional development support, addressing immediate challenges and long-term aspirations.
Effective Mentoring Lessons
According to coach, mentor and management guru John Maxwell, effective mentoring involves vital lessons, viz., the importance of self-leadership, time management, decision-making, and recognising the contributions of others. Mentors should help mentees develop self-discipline, patience, and accountability. Teaching mentees to manage their lives, not just their time, ensures they focus on high-impact activities. Mentors should also guide mentees in making the right decisions and taking ownership of their actions, fostering leadership qualities and personal responsibility.
The secret to finding good mentors
Look for individuals who possess relevant experience, are willing to share their knowledge, and are genuinely interested in your growth. Seek mentors who can provide both professional guidance and personal support. Networking events, professional associations, and online platforms can help you connect with potential mentors. Remember, a good mentor-mentee relationship thrives on mutual respect, trust, and a shared commitment to growth and development.
In summary, mentoring is a vital element in professional and personal development. By understanding the roles and benefits of mentoring, embracing innovative models, and combining mentoring with coaching, individuals and organisations can unlock their full potential and achieve lasting success.
The answer to the question, Where have all the mentors gone? Lies in a golden rule—pay it forward!
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