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Mentoring in its assumptions is based primarily on the relationship and commitment of the two people in the pair. Each party has its own roles and qualities needed to fulfill them. The Mentee should be committed, open-minded, eager to learn about himself, grow, change his behavior. And the Mentor? Well, that’s what. This is the topic I will address in this article.
In a previous blog article, I touched on the most common questions related to mentoring. This time I decided to take a closer look at a few selected questions by providing answers in a more comprehensive manner.
Mentoring is a process of sharing knowledge and experience, in which the Mentor helps the Mentee achieve their goals and develop their potential. However, an experienced and good Mentor does not rely only on loose talk, but uses a wide range of tools and exercises to help the Mentee learn about themselves, overcome challenges and achieve goals.
Goals are the foundation of any mentoring process. Among other things, they are what make mentoring an actual development process, and not just chaotic conversations over coffee. They are so important that we decided to devote a separate article to them. In it, I will present techniques useful for setting goals and building self-awareness, list some sample goals, and finally address the topic of assessment and evaluation.
How to talk to a Mentor? What to talk about with the Mentor? These are questions that often arise for Mentee before starting the mentoring process. We’ve already alluded to this topic in several previous articles, but now I’ve decided to put it all together in the form of a single resource – a guide for beginning Mentees who are starting their first mentoring process.
Mentoring is often compared to coaching. Not surprisingly, both forms of development have many elements in common. And in a similar way – the role of the Mentor is compared to that of the Coach. In many aspects, the roles, competencies and behaviors of both are similar, but there are also a few differences worth noting. In this article we will address these similarities and differences.
The topic of mental health in the workplace is already beginning to make its way into everyday life in modern companies. This trend has intensified especially after the pandemic and in the wake of recent political and global events. In contrast, an issue still new for the moment, at least in Europe, is the impact that mentoring has on mental health. In this article, I will take a closer look at this by proving that mentoring can significantly improve satisfaction and overall “mental health” at work.
Mentoring, as shown in our report, is undeniably gaining popularity in Europe. More and more companies, universities, but also various industry organizations are beginning to use this form of development. Still, decision-makers at companies may wonder whether it is worth the time and resources to implement this form of development.
Mentoring has been gaining a lot of popularity in Europe in recent years. More and more companies are implementing this form of development, more open mentoring programs are appearing, and at many universities mentoring is almost standard. Not surprisingly, more and more people are also looking for mentoring training opportunities.
In this article I will present the topic of mentoring training and workshops from three different perspectives – organizers, Mentors and Mentees. You are invited.
Mentoring as a development process has its own definition and assumptions. This definition defines the formula for the relationship between Mentor and Mentee and the aims and objectives of the whole process. In this respect, it is specific enough.
However, there are a number of flexible areas in which individual mentoring programmes may differ, and within these differences we can try to define the types of mentoring.