TOOLS FOR INDIVIDUAL DEVELOPMENT

17. Building a Case for Mentoring

Description of the Tool

This tool provides basic information on the benefits of a mentoring relationship, formal or informal. Building commitment to establishing a mentoring relationship is the first step and in order to do that, individuals need to know ‘what they will get out of it’. Presenting your mentoring idea using a ‘benefits approach’ as outlined in this tool is one of the best ways to get people and organisations committed.

When to Use it?

  • When organisations and individuals want to provide women with support, training, advice, encouragement, inspiration and networks that will assist them in reaching their potential
  • When women want opportunities to learn new skills and acquire knowledge, and opportunities to network and 'get known'
  • When women need someone with whom to discuss ideas and difficulties
  • When women are professionally isolated and need assistance and/or support.

Format

One-page outlining the benefits of a mentoring programme was adapted from Mentor as Anything! a program of the Australian Sports Commission. Mentor as Anything! provides guidelines for implementing a mentoring program. It outlines both the actions required by an organisation that want to set up a mentor program and tasks for individuals who want to establish their own mentoring relationship. See resources section for more information.

Tool

In establishing a mentoring program, there are at least two parties:

The mentor: an advisor, teacher, and role model

The mentee: a less-experienced learner

Benefits to the Mentor

  • Opportunity to share their knowledge and skills
  • Satisfaction in helping another
  • Satisfaction in supporting the next generation of leaders
  • Revitalised enthusiasm and commitment to their own work
  • Chances to review and update their knowledge
  • Reduced feelings of professional isolation
  • Challenges to their own perspectives and new ideas

Benefits to the Mentee

  • Opportunities to learn new skills and acquire new knowledge
  • Opportunities to ‘get known’ and build networks
  • Career enhancement
  • Training in organisational politics
  • Support and reinforcement for their development
  • Someone with whom to discuss ideas and difficulties
  • Confidence and empowerment

Benefits to the Organisation

  • Higher skilled staff and/or volunteers
  • Ability to meet quotas/targets established by external agencies
  • Increased communication and support for upcoming leaders
  • Support network
  • More effective decision making and delivery of services with more skilled individuals
  • Successful mentees often become mentors and better people managers

Challenges to Successful Mentoring

  • Inability of the mentee to clearly articulate needs and expectations
  • Amount of time and effort involved
  • Access difficulties if geographically separated
  • Mentor domination and ‘always right’ attitude
  • Inability by either parties to change or accept change
  • Negative organisational culture; not supportive of learning and mentoring.