Mentoring: A Partnership for Success
 

By Joan Runnheim
 

Professionals in many different career fields are recognizing the importance of utilizing a mentor in their career development. Mentoring is an effective way for an individual to fully develop his or her potential. What is a mentor? A mentor is someone who acts as a guide to another person, who is oftentimes referred to as a protégé. The protégé is generally seeking advice, support, and learning. The benefits of a mentoring partnership extend to the mentor, protégé, and oftentimes to the employer. 

A mentoring relationship produces numerous benefits to both the mentor and protégé. Mentors have reported an enhanced self-esteem and a revitalized interest in work, finding it flattering that someone is seeking their advice. Protégés experience an increased likelihood of success with higher performance and productivity ratings. Other benefits include greater career satisfaction, an expanded professional network, and an opportunity to hear of job openings before they’ve been advertised.

Companies are finding that establishing a mentoring program is an inexpensive way to achieve several organizational goals. Typically, a senior person oversees the development and progress of a junior person. Improved management and staff relationships, reduced turnover, increased productivity, and improved recruitment efforts are just a few of the reported benefits of an internal mentoring program. Research indicates that the number of businesses planning the development of mentoring programs doubled between 1995 and 1996. 

Maintaining a mentoring relationship requires a commitment on behalf of the mentor and the protégé. As a protégé, your responsibility is to share goals with your mentor and to provide updates on your progress. Be sure to respect your mentor’s time by being punctual and keeping your meetings within the scheduled time. The mentor’s responsibility is to set clear boundaries for his or herself and for the protégé. 

To identify potential mentors, talk to people within your immediate network. Consider talking to your supervisor, human resource manager, co-workers, family, and friends. Outside of your immediate network, look at past supervisors and co-workers, parents of your children’s friends, and service providers including your doctor, dentist, lawyer, etc. Be prepared to ask questions to determine if there is a good match. Your goal is to find an expert in your field. You want someone who is willing to help you plan your advancement strategy. 

Typical developmental tasks of a protégé include: time management, stress management, prioritizing, teamwork, and communication skills. Your mentor is someone who has been there, done that. He or she is experienced in working through some of these tasks and can help you over the hurdles. 

The length of time a mentoring relationship lasts varies from one partnership to another. Six months to one year is a good time frame, allowing enough time to achieve some goals. Good mentors have limited time to share with one protégé. After a year, they need to move on to another partnership. It’s also good for the protégé to get a new perspective from another mentor. Eventually you may want to become a mentor, sharing your skills and knowledge.

Joan Runnheim, M.S., founder of Pathways Career Success Strategies in Hudson, WI, is a career consultant who helps individuals reach their career goals by developing an effective career development plan or job search strategy.  For more information call 715-549-6432. Email: joan@pathwayscareer.com.