Mentoring For Performance

Mentoring For Performance

Date: On Demand (access any time)
Investment: $285 per person
(Discounts for multiple participants)

INCLUDES: One-on-One Telephone Coaching

Mentoring programs are one of the best ways to motivate and keep your employees.

The authors of the book the – War on Talent, reported that “Of those who have had a highly helpful mentoring experience, 95 percent indicated it motivated them to do their very best, 88 percent said it made them less likely to leave their company, and 97 percent said it contributed to their success at the company.”

So you see, mentoring your high performance employees is a great idea.

The benefits of mentoring are:

  • Helps an employee adjust to the role and the organisation
  • Contributes to lower employee turnover
  • Results in higher employee satisfaction

A mentor is someone who serves as a counsellor or a guide, consider it an honour if as a manger, you are asked to mentor your employees. It indicates that your organisation and your mentee have faith that you will have a positive impact on this person’s future.

Mentoring can be short or long term, formal or informal depending on the situation. In informal mentoring programs, the period is normally short and is about basic everyday routines, including do’s and don’t of the job. The mentor is there to answer questions and to provide leadership development often to new employees or employees in new roles.

Formal mentoring is more long term and may be part of the organisations developmental strategy. A person with experience and knowledge is appointed to mentor a person with high potential who has excellent growth prospects with the organisation.

Regardless of whether the program is short or long term, there are certain things to keep in mind when mentoring your high performance employees.

 Tips and Strategies for Mentoring

Over the next two pages we will how to effectively mentor your high performance employees keeping in mind certain guidelines and parameters for effective mentoring.

1. The right mindset

Not everyone can be a good mentor. In order to be a great mentor you need to respected, successful, and understand the culture of your organisation. You also need to be willing to commit your time and knowledge to helping another person grow and develop.

Mentoring also involves creating an emotional bond with your mentee, it is a good idea to understand their communication styles, strengths and limitations and to also share your own with your mentee. This makes for a smoother relationship.

2. Establish expectations

As a mentor it is important for you to establish the goals and purpose of the mentoring program at the outset. The goals need to be in alignment with both the organisation’s goals and the person’s personal goals. Your mentee should also take the time to share their goals and expectations from the program with you.

As the person questions to help you understand what they want from you and expect from you. Be honest and candid with this person as that is the foundation of a successful mentor-mentee relationship.

3. Remember your role

Your role as a mentor is to coach and advise your mentee. When you are a mentor, you may or may not be that person’s supervisor or manager, if you are not—then please keep in mind that your advice should not interfere with the decisions of your mentee’s manager or supervisor.

While your mentee is free to ask your advice about work related situations, he or she is not bound to accept the advice you give.

Mentoring is a lot like being someone’s lawyer, confidentiality is expected to be maintained be both parties. If you report all the details of your conversations to the mentee’s manager or vice versa, you will both not trust one another and the mentoring program will not be very effective. For mentoring to be effective, trust, honesty and communication are very important.

4. Decide how to communicate

Mentoring is all about communication and in today’s busy and tech-savvy world it is both harder and easier to communicate with someone when you need to. Together with your mentee you need to decide

  • How you will communicate with each other: face to face, via email or on the phone?
  • How often you will communicate with each other: weekly, every two weeks, once a month etc.?
  • How long you will speak or meet for?

You will both need to share your preferred mode of communication with each other and also compromise if their preferences are different.

5. Time is of the essence

If there is a time limit on how long the mentoring period will be, this should also be stated at the beginning of the program. You need to also discuss the amount of time you will have to each commit to this exercise. You will both need to make time to talk, meet and discuss issues with each other. Ask the mentee what they are comfortable with and share the time commitments you are comfortable with as well. This is why it makes sense to establish a schedule to meet.

6. Be open and respectful

You will need to set the tone by being open and respecting your mentee. Do not withhold important information, make inappropriate comments or criticise the other person.

When you give feedback remember to be courteous and polite and to do so with tact. Keep in mind the golden rule of feedback which is to provide feedback on observable behaviour and not on the person. Encourage your mentee to share things with you by asking open ended questions and also by being open with them in turn.

7. Be professional

While you will have an emotional bond with your mentee and may even become friends, there is a strategic objective to this mentoring relationship, as a mentor it is up to you to keep in mind that this is a professional relationship, with clearly defined objectives and not a personal one. Your mentee may forget this, however it is your role to establish these boundaries and to ensure that this is a healthy, professional, enriching relationship for both of you.