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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.
In this article, we will try to dispel any doubts and answer the most common questions about mentoring. Whether you are a person looking for a Mentor or considering a Mentor role for others, our list of questions and answers (FAQs) will give you a better understanding of what mentoring is and how it can be used in various aspects of life.
In this article, we will explore a deeper definition of a Mentor, his/her role in the life of an individual and the key competencies that make him/her an indispensable support in the development process. We will learn about the character traits and skills that distinguish a Mentor, and the benefits they can bring to both the Mentor and the Mentee, i.e. the person being mentored.
In this article, we will take a close look at the phenomenon of mentoring, starting with its definition and etymology, to concrete examples and benefits of its practical application. We will find out exactly what mentoring is, what purposes it can serve and the various ways in which it can be implemented in today’s world, which is becoming more complex and demanding every day.
Mentoring is just beginning to gain popularity. More and more programs are appearing in companies, at universities and run by various types of foundations. Still, the concept of mentoring is sometimes confused with coaching, consulting or informal one-on-one conversations over coffee. Therefore, in this article we will take a closer look at how mentoring differs from other forms of talent development.
Internal mentoring programmes are cyclical, time-limited processes in which mentoring pairs are created between employees of an organisation. Their implementation in companies solves many problems. Among other things, it builds relationships, gives a sense of belonging to a team, not to mention, of course, development – and that of both Mentees and Mentors.