Increasing the Effectiveness of Mentoring (December 2009)

Mentoring is a term that has been misunderstood and misused as it is applied to working with people and organizations. Mentoring is more than just a term for a working relationship. Effective mentoring consists of a multitude of skills, capabilities, tactics and techniques. Mentoring, as a whole, is the most effective way to institute long-term change in people and organizations.

Using the broad spectrum of mentoring skills will result in effective, long-lasting progress for the mentoring partner. Mentoring provides alternative options for the partner to learn and apply in their unique situation. Mentoring is the mentor and partner together finding the best way to achieve the best outcome.

We have all seen and experienced people doing the same thing over and over again and expecting different results. That type of approach may be fine for the chemistry laboratory where success is found in replicating the results of a specific formula. Working with people and organizations is not such an exact science. There are so many variables that replication is not what we are looking for, but rather change that promotes progress and effectiveness.

Mentoring is dealing primarily with people, either as individual entities or as part of an organization. The system only changes as people change. People don’t change unless the elements that cause change are found to be more beneficial than what they already have, and they have the ability to maintain the change.

Thus Mentoring is an art, not a science. There isn’t an exact formula that can be transferred from one person to another or from one organization to another, due to a variety of external influences such as culture, tradition, history, resources, competence and capability.

Each Mentor arrives at the point of contact with their partners to implement the Mentoring Process by assessing the needs of the partner, planning together a course of action, then actioning that selected plan and continually evaluating the level and amount of progress that is being made. That is what Mentoring is all about….the end result!

Throughout the Mentoring Process…not formula…, there are various levels of skills that are required to be used by the Mentor from directing (coaching, teaching, training), to influencing (counseling, guiding, motivation), to cooperating (advising, advocating) and finally, to validating (consulting, monitoring). These skills must be applied within a time frame and under circumstances that are best for the partner’s success. (see “Creating Effective Mentoring Partnerships, Apr. 2009, Mentoring Memo)

The only stable element in Mentoring is the Process. How the Mentoring Process is applied depends upon the Mentor’s personal and professional skills.

In order to maximize our effectiveness as Mentors, the following four elements are very important in our Mentoring efforts:

1. Effective Mentors must be familiar with and understand the Mentoring environment in which they are
working. Respecting the culture, traditions and history of the partner is essential in any Mentoring situation, anywhere in the world!

2. Effective Mentors must have professional credibility to earn the trust and respect of their partners, by
working with them on the partner’s goals and objectives.

3. Effective Mentors must be current in the knowledge and skills of their functional area. Mentors
provide options and alternatives to help their partners learn and grow, not just “doing the same thing the same way.” We must adapt to the needs of the partner, not necessarily the other way around.

4. Effective Mentors must value their partners, the Mentoring Process and the end result.

Making an apple pie is more than just plucking an apple off a tree, throwing it into the oven and calling it an apple pie. It takes time and effort and a lot of skill. Mentoring is the same! It takes time, effort and skillful experience to be an effective Mentor. Effective Mentors come prepared, seek ways to improve their competency and value both their partners and the final outcome for a successful change for the future.