Formal Mentoring Programs - Benefits vs. Costs Part I
The above article looks at four key aspects of mentoring
programs. These include the extent to which mentor participation is voluntary, mentor
input into the matching process with proteges, the perceived effectiveness of
the training mentors receive, and the perceived level of management support of
the program. Additionally, the article looks at the costs and benefits of
mentoring programs. In this post, let’s look at the benefits of mentoring. My
next post will address the costs of mentoring that the article identifies.
Benefits of mentoring include personal satisfaction of
mentors as proteges experience success.
Mentees can impact the job performance of mentors by providing a new
perspectives and knowledge, such as skills relating to new technology. Thirdly, proteges may become trusted allies,
especially as they advance in their careers.
Mentors may experience living vicariously as their mentees experience
success; this may provide opportunities for mentors to recognize their
legacies.
Voluntary Participation
The research promotes that mentoring should be a voluntary
endeavor. Many who volunteer see
mentoring as an opportunity for personal development, satisfaction and
challenge. It is not unusual for
organizations to have to recruit additional mentors. If mentors are receptive
to taking on this role, they are more likely to receptive to the benefits of
the experience. Mandatory participation of mentors can result in resistance to
the program, unwillingness to devote time, and even resentment about their
involvement.
Matching Mentors & Mentees
The article suggested providing opportunities for
mentors/mentees to meet prior to any “matching” being done. Mentors appreciate input into the matching
process, and recognition of compatible personalities may make for a less
stressful pairing. However, the lack of
input from a mentor does not necessarily result in a “bad” match. If the match is made by a program coordinator
who is making pairings based upon germane information, the pairings can be
successful.
Training
Since the mentor programs tended to run for one year or
less, it is important that participants work towards the goals
immediately. Training should help
mentors prepare, manage expectations and increase their personal competency and
self-efficacy. Effective training is
likely to help improve the perception of benefits that mentors derive from the
experience. Training should include
explanation of objectives of the program, tactical suggestions on individual
goal setting and guidance on how often to meet and other items to facilitate
communication and development of a personal relationship.
Management Support
Management support is essential to ensure that resources are
provided for the success of the program.
Mentors are more likely to perceive benefits from participation when
they believe that the program is valued by management.
In my next post, we will look at which hypothesis were
proven and the costs of mentoring.
Comments
Post a Comment