In the webinar, “Why Mentoring Programs Can Fail – The Common Pitfalls to Avoid,” led by Judy Corner Director, Consulting Services, Insala, she covered trends in mentoring, the reasons for mentoring, how mentoring is used and the types of mentoring. Please see Part One of this post 7 Common Pitfalls to Avoid With Your Mentoring Programs.
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Trends in Mentoring
- Mentoring is now a part of the business and organizational strategy.
- Organizations are moving from informal to more formal mentoring programs and tying it to their organizational objectives.
- Mentoring is becoming more strategic.
- Mentees are matched with mentors based on developmental goals.
- For formal mentoring programs there are defined timelines: 10, 12 and 18 months.
Common Reasons for Mentoring
- For skills development
- To support career development
Strategic Use of Mentoring
- For leadership development.
- To strengthen succession planning.
Types of Mentoring
- Traditional Mentoring: Face-to-face mentoring where a more experienced person mentors a less experienced one and it’s a one-to-one relationship.
- Distance Mentoring: Often called virtual mentoring, and technology is used to facilitate the relationship.
- Situational Mentoring: This happens in specific situations such as when a person wants to be involved in a special project.
- Mentoring Circle: There is a common focus with circle participants, and each participant plays the role of both mentor and mentee.
- Group or Team Mentoring: There are more than one mentor in this form of mentoring, and there may be several teams within the organization.
- Peer Mentoring: The participants are at the same level and each play the role of both mentee and mentor.
- Reverse Mentoring: In this relationship a younger person mentors an older one and it is used primarily to understand generational issues. Younger professionals also mentor older ones on social media and to enhance their technology skills.
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