Reach Management Consultants Private Limited

MENTORING

Padma Rajagopal
January 1, 2006

Mentoring is a facilitation process, which could be individualized or for a group, designed in a manner that helps individuals make defined and predetermined improvements towards higher levels of performance and contribution both as a professional and an individual.

Mentoring is specific, time bound, momentous, assessable, arising out of a need for the same and helps in positive professional and personal change.

Mentoring shall be either formal or informal or a combination of both. In formal mentoring programs, there are usually program goals, schedules, training (for mentors and mentees), and evaluation. Informal mentoring programs usually have counseling.

OBJECTIVE:

To develop a defined process of Mentoring so as to realize:

	Better quality of mind
	Productive performance
	Balanced personality
	Work-Life balance

IDENTIFYING MENTORING NEED:

Mentoring shall be a mandatory process for the new employees and shall take place on a regular basis.

Mentoring need for the existing employees shall be identified by the employee himself / herself based on his/her own initiative where collaborative assistance is sought for personal growth and professional development. It could also be identified and advised for by their superior(s) if alarming changes in the following attributes are observed:

	Change in employee attitude
	Inconsistent performance
	Sudden poor performance
	Resistance from employee towards work
	High employee turnover
	High absenteeism
	Initiating negative propaganda among co-employees
	Change in priorities etc.

METHOD & FOCUS OF MENTORING PROCESS:

Mentoring shall adopt either of the following two approaches or a combination of both:

	Internal
	External

Identifying and deciding on the Internal and External Mentor shall depend on the issues related and the nature of mentoring that is required to be effected and shall normally be decided based on the following:

Internal Source	External Source
Preferred for work related issues. Sometimes could be for informal personal issues.	Preferred for personal issues that may or may not have an impact on the work / performance of the individual.
Career related guidance shall be given, mostly on a one-to-one basis and occasionally on a group basis.	Guidance shall be given for coping with various strategies to make the employees comfortable and better adjusted to the workplace, mostly on a group basis and occasionally on a one-to-one basis.
Induction related (for new employees) and is aimed towards better appreciation of Organizational systems, processes and policies vis-à-vis development of the individual's goals and competencies.	Preferred as a benchmarking tool when the individuals' are required to be compared in terms of competency or otherwise with the industry norms and other Organization's or other individuals.