Finding the correct mentor isn’t generally a subtle strategy – it’s as clear as it is basic. Gaining from somebody more seasoned, more shrewd and progressively experienced is an important business opportunity, regardless of whether you’ve quite recently begun your first occupation or you’re part of the way through your vocation. As we slip into the everyday daily practice of working life, it’s anything but difficult to become mixed up at the time – our issues are 6 crawls from our face, and a mentor can be the individual to reset things so we can take a gander at our professions and development from another point of view.
None of this is new data. We, as a whole, couldn’t want anything more than to have a managing hand assist us with making sense of this unpredictable and upsetting proficient world. In case you’re searching for a coach, these are the various kinds of mentors to look over.
- The Boss-Mentor
A boss-mentor is very much like a sponsor, except that boss-mentoring relationships usually end when either the boss or the protégé leaves the organization. Usually, the boss is grooming the protégé to succeed him or her, thereby ensuring continuity in the organization. While having your boss as your mentor can bring many benefits, such as emotional, professional, and practical support in your position, keep in mind that your relationship depends on your common employment at the same organization.
- The e-Mentor
When you use technology to expand your mentoring possibilities, connecting with potential mentors or protégés via social networks, online communities, or other Internet-based communication means, this is e-Mentoring. While e-Mentoring has the advantages of removing the constraints of time and geography, there are also disadvantages, such as the potential for miscommunication and misrepresentation. Also, e-Mentoring can remove the markers of status and demographics, making mentors and protégés more likely to respond to the content of their messages, rather than being influenced by superficial characteristics.
- The Group Mentor
A group mentor is a senior-level executive who mentors a group of junior-level employees. Group mentoring can take place within the context of an organization or a specific field. Group mentoring is especially useful for a mentor who is extremely busy and in high demand by many potential protégés; in the setting of a group, scheduled to meet on a regular basis, a highly sought-after mentor can provide guidance to a group of people simultaneously, thus maximizing his or her time and reach.
Larry Carter, CEO of Cisco, uses the group-mentoring approach, calling it “Lunch with Larry,” during which he meets with 10 to 12 junior employees. He explains: “There’s no agenda, and it’s just me and the people. They are usually from different parts of the organization. There is no better way than to sit down, look them right in the eye, and tell them the good, the bad, and the ugly. You develop a rapport, and you also make them feel comfortable” (Ensher& Murphy, 2005, p. 51). Group mentoring is not only a useful tool when a busy executive has too many potential protégés to mentor, but it is also useful for establishing a sense of camaraderie within an organization and fostering peer mentoring among the protégés.
- The Mentor for Hire
You may consider adding a mentor-for-hire, or career coach, to your Personal Board if there is a specific area that you must urgently address in order to advance your career.
Although maintaining a relationship with a career coach over the long term is always helpful, it can prove too costly for the entry-level junior employee. However, if you find yourself having difficulty filling a specific slot on your Personal Board for some time and require the specialized guidance of a mentor in a specific area, such as building a website or acquiring a certification that will enable you to advance professionally, a mentor-for-hire may be a stopgap measure.
A mentor-for-hire should be considered a short-term solution until you are able to identify a board member, most likely through networking with current members, to fulfill this need for the long term. Until then, a paid coach can complement your growing VPBOD and may be instrumental in helping you to further expand your board through brainstorming and making connections.
- The Inspirational Mentor
Inspirational mentors are role models for their protégés, providing examples which they may model the development of their own careers. Inspirational mentors provides mentees with a sense of identity, purpose, and vision by virtue of their outstanding accomplishments in their fields and professions.
A mentee may be inspired by an invisible mentor, such as someone whom the protégé may never be able to meet because he or she is famous or no longer living. On the other hand, inspirational mentors can also be real-life accessible individuals with whom the mentee can interact. Inspirational mentors are a key to the productive application of role-modeling by mentees in order to develop their own sense of direction and purpose in their own careers.
- The Family – Member Mentor
An immediate- or extended-family member who is especially admired by relatives is often a good choice for a board member. You can be sure these people have an emotional stake in your success, and you have the added benefit of being familiar and comfortable with them, making your relationship very genuine.
- The Peer Mentor
The peer mentor is someone who is close to your own age and career level to whom you can turn for psychosocial support in difficult situations. The person may or may not be in your field, although peer mentors who share your profession will be more helpful when it comes to specific issues pertaining to your job. Peer mentors are especially helpful in a group context, such as an institutional mentoring program in which a more experienced mentor counsels more than one individual at the same time, because you will all be sharing similar experiences and can either commiserate about problems or enjoy one another’s success.
- The Situational Mentor
A relationship with a situational mentor arises out of common circumstances, such as working on a project together, attending the same class, or belonging to the same professional organization. This is similar to situational friendships, such as those with neighbors that arise out of shared proximity rather than having things in common. By definition, these relationships usually dissolve when the shared situation ends, such as when you move away from your neighbor in the case of a situational friendship or when you leave a certain organization with a situational mentoring relationship. However, situational mentors can have a great impact on your career development.
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