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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 in a company has many advantages. It is effective in transferring and retaining knowledge in the organization, builds relationships, and improves employee motivation. It also has many broader, less direct effects. According to research, it improves mental health, accelerates promotions and reduces turnover in the company. However, in order for it to achieve such broad effects, it is necessary to apply several principles when implementing it in an organization. In this article, I present some of the principles we have collected, developed from already dozens of mentoring programs implemented with Mentiway and more than a thousand mentoring sessions conducted.
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, on the one hand, of course, is based on the transfer of knowledge and experience from Mentor to Mentee. But on the other, not at all less important, it is based on self-discovery. On building self-awareness, learning about one’s resources, motivators, analyzing and planning for development. A key role in this second area is played by self-reflection. In this article we will take a closer look at this highly effective development tool.
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.