Mentoring- It Matters.

The first part of this article can be read here: Mentor- The Clove Hitch to Success

Mentoring helps focus- cutting through the stress and anxiety. But what does a mentor do? Or more importantly, how do you put yourself out there as a mentor?

Acknowledge the “heartache”

If you’ve spent time in the sludge, you know the symptoms. Colleagues that feel under- utilized and over- worked. Folks who feel they could be doing so much more, but are instead wasting away on transactions.

More often than not, many of them will not be more than 1-2 years old in the system. Given that they maybe millennials or Gen Z, they could only be a few months old in the corporate space.

Instead of ignoring this or looking the other way, CHOOSE to look at it.

  • Give them a listen
  • Ask them what’s comfortable for them
  • Help them build intent to stick it out and learn it through

Mentoring increases employee productivity by 88%.

Listen

Remember Good Will Hunting. Robin Williams and Matt Damon hit it off after Damon began talking. But a few sessions were unproductive.

That’s the way this unfolds- on shaky grounds. It’s not easy spilling your guts.

The mentor’s propensity to trust will enable the mentee to trust him/ her. The idea is to break through the gravity of roles and designations and truly just work the relationship.

Mentoring- is NOT a training program

You not only have to have the intent of helping employees learn through their struggle but you also need to have a discernible relationship with the mentee.

Research shows that unless you have a rapport with the mentee, there will be no progress as compared to those that have no mentors. Mentorship offers perspective and helps with strategies that help the mentee learn from the situation.

When employees receive training there is only a 24% increase in productivity as compared to the 88% increase after mentorship.

It’s evident that mentorship gives people the opportunity to leverage another person’s experience, to engage deeper in self-development and to polish what we bring to the table. Mentorship works both ways.

What remains to be seen is how to give character to these relationships.

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