Mentorship Benefits You, Others and Your Organization
Whether or not your organization has a formal mentorship program, you can benefit from the influence and guidance borne out of such a relationship. Last week’s article outlined the role the mentor plays, and how this role differs from that of a coach. The impact of great mentor/mentee relationships is far reaching. The value increases when some basic guidelines are followed. Here is a sample list of benefits for the mentor, mentee, and the organization. Each list is a general starting point as there are benefits specific to individuals and organizations.
Benefits For Mentors
- Drives self-awareness
- Improves leadership skills
- Increases awareness of available talent within the organization
- Provides fresh perspectives
- Exposes personal strengths
- Builds a personal legacy of knowledge, insight, and experience
- Refreshes / reinforces interpersonal skills such as listening and asking probing questions
- Establishes / reinforces your reputation as a leader
- Contributes to grooming the next generation of leaders
Benefits For Mentees
- Accelerates career development
- Enhances self-esteem and interactions with senior leaders
- Extends your personal and professional networks
- Increases job satisfaction and effectiveness
- Increases likelihood of receiving a promotion
- Increases perspective and knowledge of different functions
- Explores potential in untapped development areas
- Increases leadership capabilities
- Helps build confidence to grow and stretch beyond your usual expectations
Benefits for The Organization
- Builds bench strength
- Creates a culture of development
- Drives employee engagement and retention
- Fosters productivity and performance
- Increases cross-organizational communication
- Provides low-cost development opportunities
When viewed from all three perspectives, mentor, mentee and the organization, it is a wonder that effective mentorship programs aren’t more widespread. I am always shocked when I ask clients if they are a mentor and/or have a mentor and hear, “No.”
I challenge you to reread these benefits, add any you perceive as missing, and make a plan. How might you offer time to a potential mentee, or let colleagues know you have the bandwidth for a mentee or two? Then I challenge you to consider what sort of mentor would benefit you. Someone from within or outside of your organization? How many levels above your current role? A person of what particular background with what specific perspective might serve you well?
We offer a worksheet with sample questions for each role and some suggestions on establishing expectations. You will want to squeeze the most out of these strategic relationships. Imagine the impact for you and your organization!
Download the Mentor/Mentee Worksheet.
