Personnel development instrument, in particular in guidance circles Mentoring calls the activity of an experienced person (Mentorin and/or Mentor), who their knowledge and their abilities to a still inexperienced person (Mentee) passes on, around these in their personal and vocational development within an enterprise or another range of their life (e.g. To promote faith).

Mentoring and Coaching differentiated: Contrary to the Coach the Mentorin takes and/or the Mentor no neutral position opposite the person who can be advised, separates is characterised by special commitment. Formally Mentoring aims in particular off to let the promotion take place outside of the usual superior under giving relationship.

Contentwise it concerns purposefully,

• to mediate the informal and implicit rules of the respective enterprise,
• to introduce to existing networks
• to give practical Tipps for reaching vocational goals
• to promote on a long-term basis internal careers and to bind so the Mentees to the respective enterprise.

Mentoring projects serve frequently to offer and for them in this way an entrance to higher positions facilitate to women an alternative to the Seilschaften in patriarchalisch organized enterprises.

Generally the word "“Mentor"” designates the role of a councellor. Mentor was originally in the Greek mythology the friend of the Odysseus and educator of its son Telemach).

Use

Even if at first sight above all the Mentees profits from the promotion, the advantages for the Mentorinnen and Mentoren should not be underestimated, the concept proceed from mutual giving and taking.

Possibilities

Mentees receive among other things the possibility,

• the own abilities better know and to estimate to learn
• To receive support with activity (e.g. in the study, in the enterprise, in a party)
• to arrange more efficient selbige
• To develop ideas for the occupation identification
• Views of the structures of the occupation world too receive and appropriate contacts to attach
• To develop courage to the own career and concern these purposefully
• Integration into a network, new impulses just like concrete assistance to offer can (practical courses, employments offered, career promotion etc.)

Chances

For Mentoren the chances lie in it,

• To get views of the current research
• to receive fresh ideas and impulses from the academic new generation to
• qualified new generation for the own enterprise the own institution to construct and recruit
• to reflect own working
• social and kommunikative authority trains
• To develop contacts also to other Mentorinnen/Mentoren
• to win in the network new co-operation possibilities

Functions

Mentoren have above all three functions for the Mentees:

1. They support the career,
2. offer psychosocial support and
3. is a role model for the Mentee. Empirically it shows up that exist that a Mentoringbeziehung positively with incomes of the Mentees, transports and occupation success can be connected.

Forms of the Mentoring

• Informal Mentoring (contact develops coincidentally, process after possibility and strongly dependent on the dominant basic conditions, not inevitably revealed)
• Institutionalized Mentoring program (contact results from mediator inside, process contains a company, formalizing contributes to the seriousness and official acknowledgment of the relationship, usually revealed)
• Internal Mentoring (within an enterprise organize, without direct work relationship, at least 2 hierarchic levels apart)
• External/organization-spreading Mentoring, CROSS Mentoring (MentorschaftspartnerInnen from different organizations and/or industries)
• Individual Mentoring (exclusive one ton one relationship between MentorIn and Mentee)
• Team Mentoring (Betreeung of a group of Mentees by a Mentor/a Mentorin)
• Cross-Gender (mix-sexual Mentoringtandems)
• Equal Gender Mentoring (gleichgeschlechtiche Mentoringtandems)

Additional elements of a Mentoring relationship

• Seminars or Workshops for Mentees for the stabilization of its authority, recess of the know-how over leadership behavior and/or for MentorInnen for the development of suitable question techniques or other switching methods in the vocational guidance and/or consultation
• Meeting company - the Mentee participates in selected discussions of the Mentorin/the Mentors, in order to become acquainted with leadership behavior, contact contacts and Unternehmenskultur

In formal Mentoring programs selective procedures count as well as the Matchingprozess - the fit of Mentee and Mentor - to the most important elements of the relations company as well as the evaluation of the programs regarding expectations and the actually reached results.

Mentoring for women

Mentoring programs for women want the multiple networks and relations networks in the working sphere, which so far above all men benefit, which oppose to planned and conscious structure of similar structures for women. In this concept two important aspects unite, i.e. the promotion of qualified new generation forces and woman promotion.

Literature

• Nele Haasen: Mentoring. Personal career promotion as success concept. Heyne 2001.
• Selection of current scientific papers to the topic
• Sonja '' Feng Shui for women. 2006

Related links

• Example of (woman) Mentoring in a university: University of Zurich
• Example of Mentoring in a professional school: Professional school Bochum
• Example of (woman) Mentoring in a company: Yolante action with Siemens
• Example of CROSS Mentoring in a region: Mentoring Central Germany
• On-line Mentoring program for pupils from Baden-Wuerttemberg: CyberMentor - on-line Mentoring of the University of Ulm
• Mentoringprojekt of the Swiss working group of the youth federations
• Forum occupation & career (Mentoring) for women of Anna-barks, woman magazine in Switzerland

Articles in category "Mentoring"

We found here 4 articles.

Related Websites

We found here 6 related websites.

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