Mentoring is a key part of helping others to develop. It is an individual based approach to learning. Successful individuals in all walks of life can usually name more than one mentor who helped them on their way. In business the focus of the mentoring relationship is usually the long term development of an individual's career  or small business.

Mentoring relationships work best when both parties are committed to the relationship and are clear on its aims and limitations. When a more experienced person agrees to assist someone with their development there are benefits for both the mentor, mentee and the organisation generally.

Basics of Mentoring

The mentoring relationship is primarily for the benefit of the mentee. Ultimately the success of the relationship will depend on the mentee's willingness to drive the relationship and make use of the knowledge gained.

The mentee should have a clear idea of what they wish to gain from the relationship. It may be a better understanding of the company, a clear view of the path to a senior position, guidance in making complex decisions or many other individual things. The beauty of mentoring is it is flexible enough to cater to a variety of needs and to change with the needs of the mentee.

A mentor acts as a sounding board, provides information and shares their knowledge and experience. The mentee uses the learning gained from the interaction to further their understanding and career .

When commencing a mentor relationship it is essential to establish rapport and trust. Not every person will be the right person to use as a mentor. Confidentiality and privacy are important and must always be considered. The mentor and mentee should develop a shared understanding of mutual roles and discuss expectations on both sides.

The cornerstone of most mentor relationships is regular discussion. The mentee should take responsibility for setting meetings. The mentor should strive to allow sufficient time and ensure there are no distractions when meeting.

In addition to discussions a mentee can learn from a mentor by observing the mentor in action or having the mentor observe them in action and provide feedback. A mentor could also introduce their mentee to their Network  or invite them to work on a project  together.

Benefits for the Mentee

By finding the right mentor a mentee can acquire new skills and knowledge, improve their motivation, and obtain encouragement, guidance and an extended Network . They will expand their organisational awareness, obtain accelerated learning and apply direction to their career .

Often having a mentor results in greater job  satisfaction and provides a sense of control over the mentee's own development. A mentor provides a trusted confidante to discuss ideas and the mentee can develop new and different perspectives.

Benefits for the Mentor

Although the ultimate beneficiary of the mentor relationship is the mentee a mentor can gain a high level of satisfaction in assisting another person. It also provides an opportunity for them to think through their own goals and achievements, expand their horizons and give them insights from another's perspective.

Often motivating and challenging, mentoring adds another skill to the mentor's own competency base. It can enhance counselling, listening and coaching skills, provide reciprocal learning, add value and revive motivation.

Benefits for the Employer

Mentoring provides a process for the transfer of intellectual capital. It usually enhances the commitment and enthusiasm of employees and increases productivity through fast tracked learning and development.

Mentoring can also strengthen links across the company, increase the versatility of staff and help to develop future leaders. It also complements other training and development activities.

Mentoring has been used for centuries as a means of learning and passing on the wisdom of experience to the next generation. Many organisations today have formal programs however informal mentoring relationships provide just as many benefits to all participants.