Mentoring - learning from lived experience

Mentoring is a structured and long-term development process in which an experienced person (the mentor) passes on their knowledge, experience and networks to a less experienced person (the mentee). The aim is to promote the personal and/or professional development of the mentee - through exchange, orientation, support and acting as a role model.

Basic principles of mentoring

• Passing on experience: The mentor shares personal experience, best practices and also learning processes from mistakes.
• Trusting relationship: A successful mentoring relationship is based on openness, trust and mutual respect.
• Long-term: Mentoring is usually set up for several months to years to enable sustainable development.
• Voluntariness: Both sides voluntarily decide to enter into the mentoring relationship.
• Individual support: The content and objectives are based on the needs and goals of the mentee.

Possible goals of mentoring

• Personal development: Promotion of self-confidence, communication skills or leadership qualities.
• Career development: Support with professional decisions, career planning or promotion
• Knowledge and skills development: Acquisition of professional, organizational and cultural know-how
• Network access: The mentor opens doors to networks, resources and new perspectives.
• Organizational understanding: conveying "informal rules" and corporate culture, especially during onboarding processes.

Roles and tasks in mentoring

Mentor:

• Provides insights into own experiences, learning processes and professional strategies
• Supports decision-making  and a change of perspective
• Promotes critical thinking and self-reflection
• Asks questions, gives feedback and (where appropriate) advice
• Provides orientation, motivation and access to networks where necessary

Mentee:

• Is active and open to feedback
• Co-determines own goals and topics
• Uses the mentor's experience and feedback for personal development
• Reflects regularly on progress and challenges

Phases of a mentoring process

1. Initiation: Getting to know each other, clarification of roles, expectations and goals, agreement on framework conditions.
2. Build-up phase: building trust, developing a regular exchange, initial pursuit of goals.
3. Growth phase: deepening discussions, passing on knowledge, targeted support in the event of challenges.
4. Closing phase: Evaluation of the process, recognition of what has been achieved, formal conclusion of the relationship.
5. Follow-up (optional): Occasional contact, possible friendship or casual professional relationship.

Prerequisites for successful mentoring

• Harmony between mentor and mentee (personal and thematic)
• Clear objectives and open communication
• Time and commitment from both sides
• Willingness to learn, share and reflect
• Mutual respect and confidentiality

with my coaching and mentoring, then simply contact me without obligation for a free 1:1 introductory conversation.