“In learning you will teach, and in teaching you will learn.”
― Phil Collins
What is mentoring?
Mentoring is a concept we’re all familiar with. We often form a mentor-mentee relationship organically, and it may only be through reflection that you describe an individual as your mentor. Some of us seek out mentors, and some of us are approached to be one. It doesn’t seem to go the other way quite so often, and I think that’s to do with a lack of self-worth and confidence, and perhaps the perception of it being a one-way benefit.
Mentoring is a knowledge management practice from the Growth quadrant. As individuals, when we feel a need to develop our understanding, we look for someone who can guide us there. They’ve been there before and they have a map. (A coach, on the other hand, has a torch and shines it in the direction you think you want to go.)
Why organisations offer mentoring
Organisations establish mentoring programs to grow the capabilities of their staff and to safeguard against the loss of knowledge from staff turnover. Mentoring programs are particularly helpful for onboarding new staff and for developing competencies where no external training exists. However, right now, we’re seeing a surge in organisations establishing formal mentoring programs as a strategy to achieve diversity and inclusion goals, and as a way of tackling hiring challenges where access to senior recruits and skills are limited. Two such organisations, in Australia, are Envato and Hooroo.
Mentoring is often facilitated manually with a staff member acting as a co-ordinator to match mentors with mentees and administering the program with spreadsheets. Mentoring pairs are then left to work the rest out between them. There are some consulting services that work to make your program more effective, and there are applications that exist to relieve the administrative burden of running an in-house mentoring initiative:
*Disclaimer: I’ve submitted an EOI to become an angel investor in Australian startup, Mentorloop.
When comparing mentoring software, consider the availability of in-product guidance to mentors and mentees, activity tracking, measurement and reporting, and intelligent matching functionality.
The future of mentoring
Artificial Intelligence will add a lot to this space and is a big opportunity for vendors looking to build out matching platforms, not just limited to the boundaries of an organisation or membership community but across whole industries and regions. The desire for millennials, in particular, to learn from their professional communities is strong enough that LinkedIn has caught on, just announcing a new feature that matches potential mentors with mentees.
From the 2016 Deloitte Millennial Survey:
Where it exists, mentoring is having a positive impact and six in ten (61 percent) Millennials are currently benefiting from having somebody to turn to for advice, or who helps develop their leadership skills. Again, this varies by market and appears more prevalent in emerging (67 percent) rather than mature (52 percent) economies. Mentorship levels are particularly low in Australia, Germany, Canada, The Netherlands, and France, where only a minority of respondents said they have mentors. Improving these levels can not only advance the careers of Millennials, but it will also go some way toward strengthening loyalty.
The demand for mentoring solutions is only going to increase with the recruitment pressures in the software development space, the collaborative attributes of millennials, and perhaps even the approaching mid-life crises of Gen X and the resultant desire to build a legacy before we turn our backs on our professional careers and become urban subsistence farmers or Etsy artisans.
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KnowTech reports focus on emerging tech in the knowledge enablement space. Please leave a note in the comments or via contact form to let me know what else I should be looking at. Consider sharing a product review, too, if you like.