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Employee mentoring is one of the most effective forms of employee development in organizations. More and more companies are reaching for this model to support competence development, strengthen team engagement and retain knowledge within the organization. Unlike one-off training sessions, mentoring is a long-term process, embedded in everyday work and real business challenges. From this […]
BORG Automotive, a European leader in the automotive industry, set itself an ambitious challenge: to create the company’s first-ever mentoring program. The goal was not only to develop the competence of employees, but also to strengthen cooperation between branches in different countries. Thanks to the Mentiway platform, BORG Automotive efficiently launched and implemented two editions […]
Mentoring is not just the transfer of knowledge. It’s a relationship in which a more experienced person supports another in development – professionally, personally or educationally. If you are wondering how to be a mentor who can listen and actively support, you are in the right place! In this article you’ll find specific tips to […]
Mentoring is based primarily on the relationship between Mentor and Mentee. In order for this relationship to fulfill its purpose, the couple should establish its principles at the very beginning of the process. This is the role of the mentoring contract. In this article I will take a closer look at what a contract is in the mentoring process, why it is worth having one and what it should contain.
Mentoring has many advantages and great benefits for everyone – for Mentees, for Mentors and Mentors, for the organization. Development of specialized skills, soft skills, relationship building, improved well-being and job satisfaction leadership development in the organization are just some of them. But like all forms of development, mentoring also has its limitations. One of them is price – the cost of mentoring. In this article I will try to answer the question of how much mentoring costs. I will mainly touch on the perspective of Mentees, although there will be something for Mentors and organizers as well.
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 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.
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.