About Mentor

1. “A mentor can be the key to your success”
Who is mentor? What is mentorship? and why is it so
important?
A mentor is a person who can support, advise and guide you in personal life or
professional life.
Mentors have the potential to become lifelong
friends, or the relationship might only last until you've
achieved a goal, there's no one size fits all. Many
celebrities have publicly discussed the impact their
mentors had on their success, including Christian Dior,
Richard Branson, and Oprah Winfrey and many
more…..
Mentoring is a core relationship in between a senior (more experienced) and
junior employee for the purpose of the mentee’s growth,
learning, and career development. Often the mentor and
mentee are internal to an organization, and there is an
emphasis on organizational goals, culture, career goals,
advice on professional development, and work-life balance.
Effective mentors often act as role models and sounding
boards fortheir mentee and provide guidance to help them
reach their goals. Mentoring can be formal or informal. In an informal environment,
mentees set goals, but they are usually not measurable and the relationships are
unstructured. For a formal mentoring relationship, there are actionable and
measurable goals defined and set with determined requirements.
A good mentor can help and developed the mentee become more effective at work,
learn new skills, develop greater
confidence, and make better decisions for
their overall career growth. Mentors report
many benefits as well, including
satisfaction from seeing others develop;
expanded generational and cultural
perspectives; strengthening of
technical, leadership, and interpersonal
skills; and continuing to experience new
ideas and insights.

2. Learn the workplace culture- Employees who are involved in a mentorship program
are more aware of workplace routines, policies, and expectations than those who do
not participate. This is important for building
inclusive workplaces.
Enhance skill development- Most mentees are
looking for someone to help them advance
their career prospects. Through advice and
guidance, the mentor can help the employee
develop their full potential or entrepreneurial
mindset in the workplace.
Networking opportunities- A workplace mentoring program is a great way for new
hires to expand their network. For many new hires, it can take months to get to
know key co-workers. Through a mentoring program, a mentee can gain access to
important career contacts sooner. This is especially true in remote
work environments.
Potential for promotion- Most mentoring programs require the mentee to consider
their future direction or goals they hope to accomplish through the process. By
asking younger workers to consider how they can grow through the experience, a
mentoring program gives them more control over the direction of their careers.
Research has shown that employees who are mentored have a better career
track than those who don’t. This includes receiving higher compensation and more
promotions, as well as higher career satisfaction.
Problem-solving- A mentor can be a sounding board when the less experienced
employee comes up against a
situation or problem that they are
not familiar with or can’t see a
solution to. By partnering a younger
employee with a more experienced
one, the mentee gets to learn from
the mentor’s experience.
Knowledge Transfer- The more experienced employee should have a thorough
knowledge of the organization, as well as any programs or training that a mentee can
access to help them reach their goals. The mentor can impart wisdom developed on
the job over time, information and workplace expectations or policies that will help
the mentee succeed in the long run.
Gain valuable advice – Mentors can offer valuable insight into what it takes to get
ahead. They can be your guide and "sounding board" for ideas, helping you decide
on the best course of action in difficult situations. You may learn shortcuts that help
you work more effectively and avoid "reinventing the wheel."

3. Develop your knowledge and skills – They can help you identify the skills and
expertise you need to succeed. They may teach you what you need to know, or
advise you on where to go for the information you need.
Improve your communication skills – Just like your mentor, you may also learn to
communicate more effectively, which can further help you at work.
Learn new perspectives – Again, you can learn new ways of thinking from your
mentor, just as your mentor can learn from you.
Advance your career – A mentor helps you stay focused and on track in your career
through advice, skills development, networking, and so on.
Talent development is including capitalizing on the strengths and
abilities of employees,
helping them to become
stronger and grow within
your company. In terms of
training and development,
this means: Recognizing
potential in your employees.
Targeting specific areas of
strength and employee interest.
5 Ways to Recognise Talents
However, there are clues to potential that are easy to spot when you know how.
Here are five ways you can identify talents in
yourself and others.
1. Natural Personality
Talent is a pre-disposition, a natural part of your
personality. Talents provide the raw materials you
use in life and work. You are born with talents and
they stay with you throughout life.
2. Calling
Just as a plant grows toward the light, we are called to develop our talents, there’s a
yearning a desire because talents must be nurtured and put to use if they are to
grow into strengths.
3. Rapid Learning
When you work in an area of natural talent, you pick things up quickly. You easily get
the knack. You are interested, you look forward to learning more. You are excited
developing skills and knowledge.

4. 4. Instinctive Response
You have an instinctive response, you don’t consciously go through a problem-
solving process, you somehow know what to do in the moment. You do well
naturally in some situations.
5. Energised
When you operate in your areas of natural talent and strength you gain immense
satisfaction. You are invigorated, intrinsically motivated and productive.
Mentoring Techniques:
One-on-One Mentoring: This type of mentoring is the most traditional of all the
types of mentoring. Only the mentor and
mentee are involved in this type of
mentoring, and it is usually a more-
experienced individual paired with a less-
experienced or much younger mentee.
Group Mentoring: In this model, one or
several mentors work with a group of
mentees. Schools and youth programs
often apply this model because there
may not be enough time or resources to
have one mentor for each participant.
Peer Mentoring: Participants in this model are from the same role or department or
have shared or similar experiences, whether in their professional or personal lives.
These peers pair up to offer support for each other. This can be a group or a one-on-
one mentoring relationship.
Distance or E-Mentoring: With such advanced technology, the mentorship
relationship no longer has to be face-to-face. Using online software or even email,
participants in this type of mentoring can connect virtually without losing the
personal touch.
Reverse Mentoring: This mentoring relationship is flipped from the traditional
model. Instead of a senior professional mentoring a more junior employee, the junior
employee mentors a more senior professional. This relationship is usually for the
younger or more junior professional to teach the skills or a new application or
technology to the more senior one.

5. Speed Mentoring: This type of mentoring is a play on speed dating and usually
occurs as part of a corporate event or conference. The mentee has a series of one-
on-one conversations with a set of different mentors and usually moves from one
mentor to the next after a brief meeting. The mentee should come prepared with
questions for advice from the senior level professionals.
Six Ways to Mentor Your Team for Productivity
William Arthur Ward said that “the mediocre teacher tells. The good teacher
explains. The superior teacher demonstrates. The great teacher inspires”.
1. common goal, whether it is the solution to a particular problem, a challenge to be
overcome or a contribution we make. Our
mission inspires and appeals to our individual
values.
2. We know what success looks like. There
are specific things that are measured to show
how we are tracking. Outcomes are defined
and measured and we can see the results,
daily, weekly or at least monthly.
3. We know what’s expected of us. Each of
us knows our role. We are clear about what
to do and why it’s important. Procedures are
important, but we understand it’s about the outcomes rather than the process, so
we can take the initiative to solve a problem or get the result. Standards of
performance are clear so we can see whether we are meeting them or not.
4. We get individual guidance. Praise and recognition for a job well done as well as
corrective feedback and coaching are provided. We know when we’re doing well and
when we need to do better. We celebrate as a team when major milestones are
reached. We review projects and look at what worked well, so we can repeat it; we
discuss things that didn’t work well without blame or shame, so we can do better.
5. We are taught what we need to know. We are “on-boarded” with initial training
so we understand the products/services, policies and protocols of the organisation,
as well as the expectations of behaviour and performance. We get regular training in

6. knowledge and skills for our job. When things change, we are well prepared. We
have formal training, on-the-job learning and sessions with internal and external
specialists.
6. Personal and Professional development is supported. We each have a personal
development plan, discussed at least annually, that reflects our individual goals.
Ongoing development is a priority. We can make a business case to go to
conferences or relevant off-site courses. We bring such learning back to the team to
share and find ways to implement it.