Everything you wanted to know about different types of mentoring styles

Before starting with anything, let us look out for what mentoring is?
Mentoring is about assisting and encouraging individuals to manage their learning so that they may reach their full potential, enhance their abilities, and become the individual they would like to be. Mentoring is an at-will interaction between a senior and junior employee to enhance the mentee\’s growth, learning, and career advancement.
Mentoring can be done in a professional or casual setting. Mentees develop goals in an informal context, but they are often unmeasurable, and the relationships are unorganized. A formal mentoring relationship has actionable and quantifiable goals that have been started and set with determined parameters.

Why mentoring is beneficial?

A competent mentor may help a mentee become more productive at work, develop new skills, build confidence, and make better career choices. Therefore, when we talk about the benefits of mentoring, we should remember that it is beneficial for both; the mentor and the mentee.
For mentees, one of the most significant and successful growth opportunities you can provide your workers or students is mentoring. Having a trustworthy and experienced mentor give direction, encouragement, and support may provide a mentee with a wide range of personal and professional advantages, which can lead to greater job and academic performance.

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For mentors, Mentoring entails more than just passing on advice, information, and perspectives. Mentors who are willing to commit their time to develop another professional will gain from the relationship. Mentoring provides practical rewards that can compensate mentors professionally in addition to the personal gratification of sharing their skills and expertise with motivated students.

Types of mentoring Styles we all should know

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Mentoring comes in a variety of forms or \’models.\’ Because some forms of mentoring may be better than others for accomplishing particular goals, mentoring may be done in various ways for various purposes.
Companies or educational institutions establishing mentoring programs must first identify what is ideal for their end objective and the individuals invested, beginning with the sorts of mentoring and how they function for each party involved. Resources and time are important considerations, and some tactics are just better suited to various purposes.


Mentoring on an individual basis

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One-on-one mentoring is the most well-known and conventional technique of mentoring. This is where one mentor and one mentee enter into a mentoring relationship to provide advice and assistance in the mentor\’s area of expertise. For example, the mentor can directly share information and give developmental guidance that assists the mentee in achieving their advancement objective.

Mentoring in groups

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This is also a popular strategy that aids when coaching and mentoring are required to affect more mentees in a shorter period. Group mentoring is useful when a limited number of mentors are available or when something has to be provided fast and effectively. Group mentoring also provides the advantages of cooperation, assistance, and engagement, which may be very useful for inductions and newbies.

Mentoring over the Internet

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Virtual mentoring, which is becoming more popular and practical in recent years, operates on the same principles as one-on-one mentoring but without any geographical limits on either partner. Mentoring may be just as beneficial when delivered electronically. BusinessesBusinesses using this as a mentorship approach fiercely fight the ongoing epidemic and the demand for remote work.
Existing mentorships may be converted to online mentoring, and new mentoring partnerships can traverse this foreign environment together.

Mentoring in groups

This strategy is quite identical to group mentoring, except that it involves additional mentors in a group. This form of mentoring accommodates mentees with varying needs and characteristics and promotes diversity. This mentorship style is widespread in employee representative groups and sports. Team mentorship provides for diverse points of view to be acknowledged and a variety of views to be consulted.

Mentoring by peers

Peer mentoring entails coworkers of comparable age and level of experience mentoring one another. They may alternate between the roles of \’mentor\’ and \’mentee.\’ Still, the ultimate goal of peer mentoring is to establish a formal support structure, learn together, and hold one another responsible.

Mentoring in reverse

The framework of reverse mentoring is similar to that of one-on-one mentoring, except that a more junior individual advises a somewhat more senior person. Both sides can learn from and contribute to one other, but the reverse mentorship concept formalizes the process so that it does not stop with the junior simply talking to the senior. This form of coaching is especially essential nowadays when businesses require updates or new ideas to be successful.

Accelerated/ Speed Mentoring

This mentorship style is similar to speed dating and is typically held as part of a business event or conference. The mentee conducts one-on-one interactions with a variety of mentors and often shifts from one mentor to the next after a brief encounter. The mentee should arrive prepared with questions for senior-level professionals.

Mentoring with Resources

Some of the benefits of resource-based mentoring are similar to those of one-on-one mentoring. The primary distinction is that mentors and mentees are not assessed and paired by a Mentoring Project Coordinator. Mentors instead agree to have their names included in a set of possible mentors from which a mentee can select. Then, it is down to the mentee to start the process by contacting one of the volunteering mentors. Unfortunately, this concept often receives little support inside the business, which can lead to mismatched mentor-mentee pairings.

Let\’s talk about the purpose of mentoring.
A mentor\’s role is to assist you in becoming the finest version of yourself as a person. This might include assisting you in achieving your personal or professional objectives, exposing you to new approaches, challenging your limiting beliefs, sharing essential life experiences, and more.

8 Major purposes of mentoring

To promote growth

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Mentors support and facilitate the personal or professional development of others. For example, a mentor may help people concentrate their efforts by setting goals and offering feedback. As a result, firms that wish to develop their employees\’ talents frequently establish mentorship programs. The mentors\’ skills can aid in the training and development of high-quality and efficient staff. Employees prefer environments that foster growth because it shows that their organization appreciates them and wants to watch them succeed.

To act as a source of information.

Mentors can provide unique views and information that will assist the mentee in succeeding. They may, for example, provide guidelines for conducting certain activities or acquiring important abilities. Individuals just starting in their careers might benefit from such advice since it allows them to feel more at ease in their roles sooner. A mentor, for example, might assist a person in establishing a firm by learning how to construct their basic business plan and budgeting.

To assist in goal-setting

A mentor can assist their mentee in developing personal or professional objectives. These objectives can serve to concentrate the mentee\’s efforts while also making it easy for the mentor to measure and evaluate progress. For example, they may pinpoint smaller activities in the pursuit of a bigger goal, such as developing certain talents or meeting specific goals.

To uphold accountability

A mentor assists in holding their mentee responsible for their aims. The mentor assists the mentee in despite effective and on track to completion by tracking progress. It can also guarantee that the mentee doesn\’t lose sight of the objectives they have set for themselves. Understanding that someone else is observing may be motivating since the mentee does not want to disappoint the mentor by failing to reach goals.

To provide motivation

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When the mentee is having trouble executing their work or accomplishing a goal, they may turn to their mentor for help. This encouragement may motivate people to persist in the face of hardship. In addition, a mentor may notice and express their mentee\’s qualities in order to instil confidence in their mentee. A high degree of confidence might lower the mentee\’s risk of giving up on their goals.

To assist in making relationships.

A mentor can help their mentee grow their professional network. For example, when a mentee establishes professional or personal objectives, the mentor might introduce them to prospective possibilities or people who can assist them. These links may be advantageous for work advancement since the mentor frequently has greater industry experience or a higher-level career.

To provide constructive feedback.

Honest feedback is possible in a trusting mentorship relationship.
By establishing trust, the mentee understands that constructive criticism is meant to help them better professionally instead of to make them feel bad. Mentors can notice a person\’s flaws and counsel them on how to improve. The mentor has an objective function as this is a professional connection. Meanwhile, a friend may be afraid to call out the mentee\’s weaknesses for fear of coming out as judgemental.

To give guidelines

A mentor can assist set professional standards for persons who are just starting in their careers. They may, for example, explain the role\’s goals and appropriate workplace behaviour. These principles can assist the mentee in developing acceptable work habits that will allow them to focus and successfully do their job. These efficient work practices will allow individuals to be more efficient and impress their bosses.
When we look for real-life examples of mentoring, we usually see them in the workplace and education sector mostly. So let\’s look at what exactly is their use.

What exactly is workplace mentoring?

Workplace mentoring, also known as career mentoring, is an established collaboration between employees to learn and progress.
Having a mentor at work has typically been associated with older and more experienced workers providing guidance and assistance to younger employees who are just starting in their careers. This interaction is referred regarded as \’informal mentoring\’ since it frequently results from the mentor developing a fancy for the mentee and adopting them \’under their wing,\’ rather than an established partnership.
There\’s a lot to be said about informal mentorship, and many successful individuals credit it with getting them to where they are now.

Mentoring in Education

In education, mentoring matches young individuals with an elder peer or senior volunteer who serves as a good role model. Rather than developing specific academic abilities or information, mentoring tries to create confidence and connections, improve resilience and personality, or enhance aspirations.

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Mentors often develop connections with young folks by meeting with them one-on-one for roughly an hour each week for a consistent length of time, either during the school day, at the end of the semester day or school day, or on weekends. In addition, mentors might interact with their mentees in little groups in various ways.

Various mentoring programs have different activities. Although some mentoring programs offer academic assistance with homework or other school responsibilities or any college requirements, techniques centred on direct academic assistance (sometimes known as \”academic mentoring\”) are not discussed in this strand. See also one-on-one tutoring and peer tutoring.

Mentoring is increasingly being given to young folks who are judged difficult to reach or in danger of academic failure or exclusion.
Lastly, we would like to discuss the confusion everyone faces between coaching and mentoring.

It\’s equally crucial to understand what mentoring isn\’t.
Mentoring is not counselling since it is assumed that the mentees engaging in mentoring are healthy enough to participate in it on the abovementioned parameters. However, suppose a mentee is experiencing significant emotional distress. In that case, they will either require the assistance of a skilled counsellor in addition to the guidance of a highly trained mentor, or they will require counselling alone.

Mentoring isn\’t the same as coaching. Mentors share their life experiences and wisdom with mentees, but they strive not to be directive or take too much charge of the relationship. Coaching often necessitates a limited and tightly managed exchange of experience and expertise.
However, it is critical to recognize that the abilities required for mentoring, coaching, and counselling have a high degree of overlap, with empathy, listening, and questioning being particularly significant.
Mentoring plays an important role in mentees\’ life and can change the course of their life. That\’s why it is highly recommended to choose your mentoring programs wisely.

Also Read : 8 Amazing Roles That Career Guidance And Mentoring Play In The Lives Of Students

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