Mentoring Europe’s Post

Over the last 4 weeks we dove deep into the different types of mentoring and their purpose, but how do you go about implementing mentoring in your organisation? We have narrowed it down to 3 easy steps: 1. Define goals- Before you implement a mentoring program, you need to define its purpose: what are your objectives, problems to be addressed, what performance indicators will you measure. 2. Outline direction- Make sure you set up a clear deadline with tangible deliverables. Make sure you pick the right mentoring model for your organisation depending on its size and focus. If you are looking for inspiration take a look at our previous posts where we dove into some of the different types of mentoring. Lastly take into account the structure of your program- how will your mentors and mentees meet: offline, hybrid or online? In this case a mentoring software such as StellarUp is the ideal solution to keep track of everything. 3. Promote the program- Once you have your program laid out you have to promote it to your audience. Mentoring only works if people have an incentive to take part in it. In addition, establish how your mentors and mentees match with each other to ensure the best experience for both parties. Something like StellarUp’s smart matching feature could be useful for this, especially for large organisations.

What’s in it for me/you?: New study explores how motives shape #mentoring https://lnkd.in/eEj8iRaH Implications for Mentoring Programs: 💡 Mentor training and supervision should discuss the role of motivation on mentee outcomes and further strategies to address motivation 💡 Mentoring programs may want to consider assessing mentor motivation prior to program recruitment, to maximize mentor engagement and mentee outcomes 💡 Programs may further consider partnering with researchers to assess mentor motivation longitudinally, and examine the connection between motivation type and mentee outcomes over time

Mentoring today is a partnership between individuals of varying ages, stages, and experiences. In group mentoring, individuals rely on one or more individuals to facilitate the learning of a group of mentees. Sometimes referred to as mentoring circles, facilitated group mentoring can involve diverse individuals from different parts of the organization, individuals with similar interests and experiences, or even an intact work team. The mentor-facilitator might periodically introduce a new topic according to a predetermined curriculum, the group might agree on topics to discuss as they become relevant, or each session might focus solely on the goals of mentees without having a topical focus. In all instances, the role of the mentor is to facilitate learning. The mentor’s job is to ask questions to keep the dialogue thought provoking and meaningful, share personal experiences, provide feedback, and serve as a sounding board. The concept of mentoring triads or quads is a variation on this theme. As the name suggests, three or four people are involved: with one mentor and two or three mentees who all learn from one another. Note: If you find yourself facilitating a mentoring group or mentoring circle, you will want to make sure all members of the group are aware of their role and responsibility and have a clear sense of the purpose, desired outcomes, and plan for moving forward. Co-creating a group work plan is a good way to begin. How has group mentoring played a transformative role in your professional journey? #MentoringTip #Mentorship #MentoringMatters

Mentoring-Mentors: Greater stability and further insights. When I initially started graduate school, I felt like a fish out of water. However, it has proven to be an amazing learning and growth experience with mentoring. So many times, when I struggled with coursework or research, I had the help of senior colleagues who offered invaluable guidance and support. Through their encouragement, I was able to refine my approach to the assignment or project and achieve great results. Mentoring has helped me do better research and has given me more confidence. I have discovered that good mentoring entails more than just imparting knowledge; it also entails fostering an atmosphere that fosters development and well-being. I have learned how important it is to work together, ask thoughtful questions, and actively listen in order to overcome the hurdles of graduate school from working with my senior colleagues and classmates. I have found that mentoring is a connection that benefits both parties as we can all learn from one another. I know the effect it has on my mentees since I am a mentor myself. They have demonstrated to me that each person has a distinct narrative to share, and it is our duty to hear them out, encourage them, and give their voices more weight. We can establish a friendly environment where everyone may flourish and prosper, both within and outside of the classroom, by cooperating and encouraging one another. P.S This is one of my entries for the 'Say It in 6' competition entitled 'Mentors: Greater Stability and Further Insights,' under the mentoring category. That is the statue of Neil Armstrong in my school.

Overall, literature highlights the positive influence of #mentoring on a variety of #mentee domains, including well-being indices. However, these outcomes are not guaranteed as they often depend on adequate #mentor training. However, there is large variability of training quality (e.g., Hobson and Malderez, 2013; Thompson, 2016), emphasizing the need for well-designed, evidence-based mentor training, education, and development (MTED) programs that include ongoing support and are tailored to the specific mentoring contexts. https://lnkd.in/exepMiDq

Mentoring is something most of us talk about doing and needing on a regular basis, it isn't obvious what being a mentor means, precisely, or what the process of mentoring entails. 1. Is it the same as training? teaching? advising? 2. Is being a mentor the same as being a good role model? 3. Are these all labels for the same thing? #Mentorship #HRE115 #Canadorecollege https://lnkd.in/eKBufTz5

5 Reasons Why Mentoring Programs Fail and What You Can Do to Change Things Mentorship programs have been proven beneficial to all parties involved: the person doing the mentoring, the person being mentored, and the organisation they are part of. In fact, mentorships have taken the top spot in L&D program areas. What do the studies say? * Studies have found that workers (at any level) are less likely to consider quitting if they have a mentor.  * 9 in 10 workers who have a mentor are satisfied with their jobs. * Even though 83% of Gen Z workers believe that having a workplace mentor is important in their career, only 52% have one. Despite these numbers, plenty of mentoring programs miss the mark and fail. Even with the best intentions, a failed mentor-mentee relationship can lead to dissatisfaction with the entire experience. As a result, the potential benefits of mentoring get lost and leave all parties disconnected. In this article, let’s dive into why mentoring programs fail and what we can do to change things. Read more on our blog: https://lnkd.in/eX7-Z53q

Mentoring is so important for continued team building. Finding the right mentors can be a challenge and you need both members to be actively engaged. How to Build an Effective IT Mentoring Program

Kapil Reddy's advice to use the Socratic method as a mentoring tool is a great tip! Such a simple thing to explain, and yet it's so so difficult to practice! Asking good questions is a necessary condition of good leadership.

Mentoring isn't just about guiding others—it's also a powerful tool for mentors to sharpen their skills, expand their knowledge, and stay relevant in an ever-evolving world. Here's how mentoring others fosters continuous learning and personal growth for mentors: Deepens Understanding and Mastery: Teaching others reinforces mentors' understanding of key concepts and principles, deepening their mastery of their field or industry. Sparks Creativity and Innovation: As mentors guide mentees through problem-solving exercises and brainstorming sessions, they're exposed to fresh ideas, novel approaches, and innovative solutions, inspiring them to think outside the box and explore new possibilities in their own work. Enhances Communication and Leadership Skills: Mentoring requires effective communication, active listening, and strong leadership skills—all of which are valuable competencies for mentors to cultivate. Fosters Lifelong Learning: Mentoring is a dynamic process that fosters lifelong learning and personal growth for mentors. As mentors share their knowledge and expertise with mentees, they're continually challenged to stay informed about industry trends, best practices, and emerging technologies, keeping their skills and knowledge up-to-date in a rapidly changing world. Ultimately, mentoring others isn't just a selfless act of giving back—it's also a rewarding journey of continuous learning and personal development for mentors. By embracing the role of mentorship, mentors can stay sharp, relevant, and inspired, while making a lasting impact on the lives and careers of their mentees. https://lnkd.in/eErF_fG #Mentoring #ContinuousLearning #PersonalGrowth #LeadershipDevelopment #ThriveWithMentoring #ProfessionalDevelopment #Empowerment