Women mentoring each other is a key to professional success.
Establishing mentor-mentee relationships will enable those being mentored to reach greater heights in their careers than if they try to go it alone.
For the mentor, there's a great sense of satisfaction in imparting knowledge gained from experience, lending a hand to another lady and helping her up the ladder. Mentors are visionary coaches who motivate, inspire and lead by example. There are, however, some necessary steps for establishing a winning mentoring relationship.
First, it is critical to prepare a game plan. Be creative in determining what each person wants out of the relationship. Establish rules and boundaries. Goal-setting and the development of action plans with deadlines are important. Goals provide clear direction so both participants maximize each encounter and avoid wasting time and energy.
Keep in mind it is very common for the original plan to change over time. Different needs and issues will arise in the life of the woman being mentored. Flexibility is necessary to modify the objectives as needed.
Those who are being mentored must know their learning styles. Are they visual learners who must take notes; auditory learners who need to listen to understand; or do they use kinesthetic learning style, which calls for hands-on experience to learn?Mentors must accept that sometimes their learning styles differ from those they are mentoring. For example, if the mentor is a visual learner, she must not think the auditory protégé is not paying attention and won't remember what is said just because she is not writing.
Teamwork is needed between the mentor and mentee for the relationship to work. Both must be going in the same direction. Mentoring is a joint effort involving cooperation and collaboration. Each party needs to stay fully engaged.
Mentors must provide leadership. Their role is to guide and direct the mentee while rendering advice and support. The mentee is anticipating sound counsel and assistance along the way.
Remember how easy it is to miscommunicate. Two people can be talking and have eye contact, and yet neither understands what the other is actually trying to say. When in doubt, ask. Meetings should be a time for sharing and imparting information, and the ability to speak freely is vital. Since 93 percent of all communication is nonverbal and tone of voice, closely monitor nonverbal communication and remain professional at all times during discussions.
Mentors also must provide positive feedback and constructive criticism to the woman being mentored. If a mentor is unable to communicate areas of opportunity, then she should not be a mentor. The need for integrity is a given. Trust is foundational.
Remember, both must be fully engaged in the mentoring relationship or it will not work. Mentoring takes time when done right, but it can be fun - and it should be an enjoyable experience.
Women who are not in mentoring relationships should rethink their positions. Step up to the plate and give it a try, either as a mentor or a protégé, because there are benefits for both sides.
Lynne Haggerman, M.S., is president/owner of Lynne Haggerman & Associates LLC, a Springfield firm specializing in management training, retained search, outplacement and human resource consulting. She can be reached at lynne@lynnehaggerman.com.
