On MeNtorship

What is it? 
It's a collaborative agreement between an expert and a non-expert for the mentee's growth, learning, and career development. The mentor and mentee could be at the same organization, with shared organizational goals, culture, and career paths. Mentors act as role models in a specific skill for their mentees while teaching them to help them reach their goals.

Mentoring can either be formal or informal. In an informal environment, Mentees will set goals in a relaxed environment; however, goals will not be apparent initially and become progressively more straightforward and even measurable. On the other hand, in a formal mentoring relationship, plans need to be actionable and measurable.

Why Is Mentoring Important?
Because it is a very effective way to help the mentee believe that change is implementable. Mentors help people develop confidence and become more effective at work while learning new skills. Mentors will show their mentees how to make better decisions that will influence their progress. 

Types of Mentoring:
One-on-One Mentoring: This is the most traditional model. Here it's usually a more-experienced individual paired with a less-experienced or much younger mentee.

Group Mentoring: In this model, one or several mentors will work with a group of mentees. Schools and youth programs often apply to this model. It is best to use this mentoring when there is a limited budget or limited resources to have one mentor for each participant.

Peer Mentoring: This is best when peers from the same department or who share similar experiences work together to support one another. Peer mentoring is applicable, whether in a professional or personal context, and it can involve a group or a one-on-one mentoring relationship.

Distance or E-Mentoring: This is when using an online platform, email, or phone, Etc. Participants in this mentoring can connect remotely without losing the personal touch.

Reverse Mentoring: This is when a younger or more junior professional teaches the skills or a new application or technology to the more senior one.

Speed Mentoring:  Is when one indulges in a series of short, focused one-on-one conversations about specific questions between mentee and mentor. The mentee rotates to several mentors during planned amount of time to obtain the information they are seeking.

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or become a mentor yourself, we have what it takes to move to a higher level.
​Our mentoring team deeply understand the value of mentoring
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will undoubtedly boost your career growth and development
as well as help you become a point of reference owning 
robust development tools and know-how for your organization. 
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Mentorship Versus Coaching

What is it? 
Some people use the words "coaching" and "mentoring" interchangeably, but they are not the same thing in action.
​​There are three differences between mentorship and coaching:
​
1. Mentoring is not based on measuring performance change. This one of the reasons why the mentors shouldn't be direct supervisors or managers for the mentees. On the other hand, coaching is all about measuring performance change; they focus on measurable improvement in skill areas. Coaches are often externally hired experts or managers that are focusing on specific skill improvement areas.

2. Mentoring is led by the mentee because they will set goals the mentor will help them. Mentors will typically function in a reactive capacity, with a mission of responding to issues as they arise. Mentors may not always have expertise in the mentee's field, but they understand how to navigate the business in general. Coaching is quite the opposite, it's proactive because it significantly performance related. The coach or supervisor will direct the plan for improvement because they're usually trained and certified and qualified for having strong process management skills. Coaches always address a specific skill or goal that the coach is an expert in to improve the coachee's performance. Their guidance will still be limited to helping the worker develop a specific skill.

​3. Mentoring is highly personalized and tailored to each client's specific problem or situation. A mentee may discuss challenges that aren't necessarily directly connected with the work variables yet may still play a role in their pain. Meanwhile, in coaching content is re-used and is somewhat more generalized and repeatable, discussions will mostly be about the work variable and givens to make improvements
 A hybrid scenario: You are sometimes lucky if you have the skills to switch between both. Hybrid can be is extremely beneficial because a gifted coach/mentor who knows which hat to wear in each situation offers their clients the best of both worlds and spur them along their path to greatness while helping them avoid or minimize pitfalls.

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