Mentoring
Learn
A mentor’s role is to provide guidance, answer questions, and help new leaders or leadership candidates develop their skills and increase their understanding of how things work.
Unlearn
However, I realized that mentoring differs from coaching in three ways.
1) One on one coaching is based on a leader-employee relationship. A mentor, however, may be a peer to another person in the organization with whom the employee has no direct relationship. The result is that mentors have to rely more heavily on their ability to influence others without the benefit of a supervisory relationship.
2) Mentors are often volunteers who have been identified as having the skills necessary to develop others. They are willing to give their time because they like to help people and are skilled at doing so.
3) Mentors can be more focused on what’s good for the candidate and the organization than coaches. Because they have a non supervisory relationship, they can be more open and honest in their dealings with each other.
Relearn
It is thus important to know these differences when it comes to me selecting my senior SE to be a mentor for junior SE. The attributes I consider includes
A proven performer: A person who demonstrates the knowledge and skills necessary to be an effective leader.
Influential within the organization: A person who brings immediate credibility to the mentor role.
Committed to the process: Effective mentors are committed to their role. They are willing to take time necessary to help the candidate.
Like to develop others: Effective mentors enjoy working with and helping others. They take satisfaction in seeing someone develop new skills and abilities. They are more interested in what the candidate gets out of the relationship than what they get out of it.
Learn
A mentor’s role is to provide guidance, answer questions, and help new leaders or leadership candidates develop their skills and increase their understanding of how things work.
Unlearn
However, I realized that mentoring differs from coaching in three ways.
1) One on one coaching is based on a leader-employee relationship. A mentor, however, may be a peer to another person in the organization with whom the employee has no direct relationship. The result is that mentors have to rely more heavily on their ability to influence others without the benefit of a supervisory relationship.
2) Mentors are often volunteers who have been identified as having the skills necessary to develop others. They are willing to give their time because they like to help people and are skilled at doing so.
3) Mentors can be more focused on what’s good for the candidate and the organization than coaches. Because they have a non supervisory relationship, they can be more open and honest in their dealings with each other.
Relearn
It is thus important to know these differences when it comes to me selecting my senior SE to be a mentor for junior SE. The attributes I consider includes
A proven performer: A person who demonstrates the knowledge and skills necessary to be an effective leader.
Influential within the organization: A person who brings immediate credibility to the mentor role.
Committed to the process: Effective mentors are committed to their role. They are willing to take time necessary to help the candidate.
Like to develop others: Effective mentors enjoy working with and helping others. They take satisfaction in seeing someone develop new skills and abilities. They are more interested in what the candidate gets out of the relationship than what they get out of it.
1 comment:
Mentoring is another page in Leadership and Team Development Learning. You have evidenced good points in your learning.
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