Mentoring at Work - how and why?
Mentoring at work has become increasingly more popular over the last few years because it provides free learning opportunities for both the mentor and the mentee.
Mentoring at work can be done in 3 ways:
1. Traditional Mentoring inside of the organization
2. Reverse Mentoring
3. Mentoring outside of the organization
Traditional Mentoring:
Traditional mentoring at work usually includes a mentee finding a mentor who holds a position at the organization that the mentee desires. The mentor would typically be in a more senior role than the mentee. The relationship would consist of the mentor coaching, advising and supporting the mentee in their development towards obtaining this position. This relationship traditionally benefits the mentee, however in many cases also provides the mentor with great satisfaction as they guide the mentee through their journey.
Reverse Mentoring:
Reverse mentoring is not a very common form of mentoring, but some large organizations are picking it up as a way to promote diversity in the workplace. Reverse mentoring works in "reverse" from traditional mentoring. The mentor in this relationship is typically in a more junior position than the mentee, and also is a woman, member of an ethnic minority or an LGBT person. The mentee is a member of firm leadership, who would typically be a white male. The mentor in this case coaches and teaches the mentee about what it's like to work in a firm from a minority perspective. This relationship is highly beneficial for two reasons: 1. It provides the mentee with a real minority perspective, 2. It helps facilitate a relationship between two people in the organization who may never have had the chance to learn from one another.
Mentoring Outside the Organization:
Many corporations are partnering with community organizations to create mentoring relationships that benefit those outside of the corporation. One such example is the Toronto Regional Immigrant Employment council, that matches skilled new immigrants to Canada with someone at the corporation who works in the same field. The purpose of such a relationship is to provide the mentee with coaching, support and resources to succeed in the Canadian job market. This type of mentoring relationship provides two-way learning for both the mentor and the mentee.
Mentoring at work can be done in 3 ways:
1. Traditional Mentoring inside of the organization
2. Reverse Mentoring
3. Mentoring outside of the organization
Traditional Mentoring:
Traditional mentoring at work usually includes a mentee finding a mentor who holds a position at the organization that the mentee desires. The mentor would typically be in a more senior role than the mentee. The relationship would consist of the mentor coaching, advising and supporting the mentee in their development towards obtaining this position. This relationship traditionally benefits the mentee, however in many cases also provides the mentor with great satisfaction as they guide the mentee through their journey.
Reverse Mentoring:
Reverse mentoring is not a very common form of mentoring, but some large organizations are picking it up as a way to promote diversity in the workplace. Reverse mentoring works in "reverse" from traditional mentoring. The mentor in this relationship is typically in a more junior position than the mentee, and also is a woman, member of an ethnic minority or an LGBT person. The mentee is a member of firm leadership, who would typically be a white male. The mentor in this case coaches and teaches the mentee about what it's like to work in a firm from a minority perspective. This relationship is highly beneficial for two reasons: 1. It provides the mentee with a real minority perspective, 2. It helps facilitate a relationship between two people in the organization who may never have had the chance to learn from one another.
Mentoring Outside the Organization:
Many corporations are partnering with community organizations to create mentoring relationships that benefit those outside of the corporation. One such example is the Toronto Regional Immigrant Employment council, that matches skilled new immigrants to Canada with someone at the corporation who works in the same field. The purpose of such a relationship is to provide the mentee with coaching, support and resources to succeed in the Canadian job market. This type of mentoring relationship provides two-way learning for both the mentor and the mentee.