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

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-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.

🌟 Did you know that while 98% of Fortune 500 companies have mentoring programs, only 37% of professionals feel they benefit from them? According to Harvard Business Review, the challenge isn’t the concept of mentoring—it’s the "underutilization and ineffective reach of many mentoring programs." Our latest blog explores how skills management can bridge this gap and transform your mentoring initiatives. Discover 8 powerful ways to strengthen your mentoring program and create meaningful impact for your organization, mentors, and mentees. ➡️ Read the full blog here - https://lnkd.in/gZ4ubvX9 How does your organization approach mentoring? Share your insights in the comments! 👇

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.

Only 37% of professionals actually benefit from formal mentoring programmes...really? Wow. Despite the fact that 98% of Fortune 500 companies have mentoring programs, a relatively small percentage of people reap the benefits. I was not expecting that statistic! It’s a surprising gap, considering how universally mentoring is recognized as a powerful development tool. The authors of the HBR article where these stats came from were quick to point out that the issue is not cited as the quality of the mentoring itself but in the underutilization and ineffective reach of mentoring programmes. There's a few interesting statistics below- like 61% of mentoring relationships actually start naturally!! Does that mean people prefer their mentoring relationships to start informally? Or for many people it seems like their only option? Does this mean that companies should look at ways to encourage more informal mentoring? How could they do this? Even if informal mentoring numbers were to grow, I don't think that companies should ditch their formal offerings- even if the uptake is small, these programmes support equity and provide an option for people that like more structure. Is the answer to work on our hybrid approach? To create a culture that encourages natural connections AND to improve our formal offerings to make them more flexible and accessible? Giving people more choices in how they mentor and are mentored!! What does the future of great workplace mentoring look like? How can companies improve their offerings and processes? Share your thoughts and experience below... 🙏 Statistics provided by mentorloop

The Transformative Power of Genuine Mentorship Mentorship isn’t just about imparting knowledge—it’s about forging authentic connections, empowering others, and being a catalyst for growth. It’s a responsibility that demands intention, empathy, and a commitment to show up when it matters most. Too often, mentorship is approached with ulterior motives—whether for personal recognition, status, or obligation. But true mentorship is selfless. It’s about lifting others, guiding them through challenges, and helping them unlock their full potential without expecting anything in return. When someone reaches out for guidance, they’re entrusting you with their aspirations, fears, and dreams. Your responsiveness, even in small ways, can profoundly impact their trajectory. A single conversation, a thoughtful piece of advice, or a moment of encouragement can be the turning point in someone’s life. However, as mentors, it’s equally important to guard against becoming desensitized. The more we mentor, the easier it can be to lose sight of the profound trust and vulnerability that comes with someone seeking your guidance. Each person’s story is unique, and their courage in reaching out deserves our full attention, respect, and care. Every interaction matters—never let the privilege of mentorship feel routine. Here’s what genuine mentorship looks like: 1. Mentor with purpose: Approach every interaction with the intent to empower, inspire, and add value. 2. Be present and responsive: A delayed response could mean a missed opportunity to make a difference. 3. Invest in relationships: Great mentorship is not a one-time act but a journey of mutual growth and trust. 4. Lead through vulnerability: Share your triumphs and failures—both are powerful teachers. 5. Stay mindful: Treat every mentoring moment as a fresh opportunity to make a lasting impact. Mentorship isn’t about being perfect; it’s about being present. It’s about stepping into the role of a guide, not for accolades, but to create a ripple effect of growth and impact.

Mentors’ Corner: How does mentoring “work,” and under what conditions does it work best? - https://lnkd.in/esMAMU4f Editors Note: In this column Gail Manza and Susan Patrick draw from their new book Mentor’s Field Guide, which is framed as a series of 67 answers to the most common questions that arise in youth mentoring.  Question 6. How does mentoring “work,” and under what conditions does it work best? Based on the seminal research of Jean Rhodes, we know that mentoring is a mediated process in which the relationship itself serves as a development tool (Rhodes, 2002, 2005). This means that mentoring works through the vehicle of the unique relationship that develops between a particular mentor and a particular mentee: […] The Chronicle of Evidence-Based Mentoring