MENTORING

Our center provides mentoring services for both companies and individuals. Special attention is paid to the mentoring program for working with young people.


A mentor is a counselor, support and trusted person aged 25 who works with a young person within the mentoring program, listens to him / her, spends time together in various activities, provides practical advice and assistance to better prepare the young person for independent living.

A mentor has a unique opportunity to share life experiences, develop the ability to empathize with new situations, gain insight into young people's lifestyles and thinking, be able to communicate and resolve disagreements, and be open to new challenges.

1. WHAT ARE MENTORSHIP?

MENTORING CHARACTERISTICS

  • Employee development through training, learning and support
  • Using questioning techniques to stimulate thought processes that help to see solutions and actions rather than a prescriptive (directive) approach
  • Developing human competence, not creating dependence on a mentor
  • Exploring needs, motivations, desires, skills and thought processes to support the promotion of real and sustainable change
  • Supporting people to set appropriate goals and methods to measure progress
  • Observation, listening and asking questions
  • Application of creative techniques and techniques, such as coaching, process facilitation, consulting and networking
  • Continuous support;  not to evaluate a person and his views, way of life or aspirations
  • Encouraging the transferee to continue their growth and competence development
  • The successor follows in the footsteps of a more experienced and smarter colleague who shares his wisdom and experience, as well as opens the door to otherwise unattainable opportunities.

ONE OF THE DEFINITIONS OF MENTORING

 "Mentoring is an invaluable relationship between two people in which one person voluntarily devotes time to the other to support and encourage him or her. It is usually developed while the transferee is at some point in life and is maintained for a significant and long period of time."

"SPONSORSHIP" AND "DEVELOPMENT MENTORING"

There are two different understandings of mentoring;  they are referred to as ‘sponsorship’ and ‘development’ mentoring.  The following is a comparison between the features of the two directions:

SPONSORSHIP MENTORING

  • The mentor is the boss
  • The mentor gives, the Experience transferee receives
  • The mentor actively defends the interests of the transferee
  • The mentor shares his wisdom with the transferee
  • The primary goal is to succeed
  • The most important thing is good advice
  • Loyalty

DEVELOPMENTAL MENTORING

  • Mutual growth process
  • The mentor helps the transferee to do things independently
  • A mentor helps an Experience transferee become smarter
  • The mentor helps the transferee to understand things himself and guides his development
  • The primary goal is personality development (career success can result from this)
  • The most important thing is good questions
  • Learning

In life, the two approaches do not tend to be so clearly separable.  Most mentoring activities are a combination of both models.

WHEN DO YOU USE MENTORING?

  • In organizations, mentoring is most commonly used to promote people's learning in the workplace;
  • provide support during stages of change, such as when an employee changes jobs or their role;
  • help introduce new projects;
  • support organizational change.

HAS THE MENTORING EFFECT BEEN PROVIDED?

Research has been conducted that shows the benefits of the organization from mentoring activities:

  • The performance of the mentor, the transferee and the company improves;
  • Employee motivation and loyalty improves, self-confidence, well-being, satisfaction and morale increase, as well as there is a clearer focus;
  • Human knowledge and skills, including career planning, are improving;
  • Change management improves and staff turnover decreases;
  • Communication is improving.

CAN MENTORING ALSO HAVE ADVERSE EFFECTS?

Some studies have encountered potential problems that may arise from mentoring:

  • Promotes elitism;
  • Displaces socially different people;
  • Leads to imitation of management behavior, not change;
  • Promotes reconciliation with the existing one;
  • Repeat and nutritional operating hierarchical systems;
  • Manipulating.

Such phenomena are more typical of "sponsorship mentoring" than "development mentoring".

Whether and to what extent negative traits appear will depend on a number of factors, such as the type of company, organizational culture, values, mentoring intent, mentor's skills, mentor support, time available, people compatibility, evaluation methodology, etc.