Mentor leadership refers to the movement when a leader of an organization shares his wealth of knowledge with a junior or untrained member. It is the formation of a development relationship between a leader, or mentor, and a person in the organization that displays leadership potential. Mentoring is the act of sharing applicable insight and wisdom that increases the recipient’s personal and professional development. Mentoring not only helps the trainee, it also benefits the organization as a whole.
Given the positive influence, mentor leadership should be a necessary organizational priority. Signs of a successful mentoring relationship include readiness of both mentor and mentee to inquire, challenge concepts and suggestions, readily and openly discuss personal and professional goals, give fair feedback, and express appreciation for each other’s attempts. Mentor leadership should be part of your standard operating practices.
Investing in Mentor Leadership
Mentor leadership takes time and involvement from both parties and is worth the investment. The mentor enjoys the contentment of seeing someone progress and the mentee gains a feeling of being appreciated :
- Develop It
- Devote time and effort in yourself and with others. Try to get your own mentor who can help you develop important professional relations, extend your network personally and expose you to new probabilities. If you would like to better understand the processes, people, and culture of your organization, spending time with a mentor will be very useful. A mentor can give you insight relating to inclinations, attitudes, manners, and values of your co workers and customers, and the expectations of the organization in general.
- If you would like to gain a fresh lookout about yourself and your ideas, a mentor leadership relationship is crucial. Your mentor is bound to your personal and professional development and will provide an outsider’s perspective of you, your ideas, and your attitude. They can give you genuine feedback supported by their knowledge and experience. Mentor leaders have much to offer and it is for you to decide who are you going to ask to help you.
- Characteristics – To be an effective mentor, several characteristics are required :
- Assisting in others ‘growth and development.
- Willing to share your expertise that has taken years to develop and introduce your mentee to relationships you have nurtured for a lifetime.
- Fully understand the organization’s culture, and explain it in a way that benefits all.
- Focus on developing your emotional intelligence and communication skills to the point that you can be sensitive to the emotions and feelings of others.
- Give advice, honest feedback, that is precise, yet kind.
- Invest time in a mentoring relationship.
- Try to be accessible, whether face-to face, by phone, or at least online.
- Develop Skills
- Proceed to develop leadership skills. Participate in a formal mentor leadership relationship and refine the right skills. Mentor leadership is a responsibility where both the mentee and the mentor need to invest the time and energy.
- Be Dedicated to It
- Sometimes it seems hard to accomplish a mentor leadership program. It is perfect if your organization creates a clear strategy for leadership probabilities. A tactful framework helps determine the guiding principles, interprets reasons for the program, helps define the objectives, and creates a plan for implementation.
The purpose of the mentor leadership program should be clear while discussing the short-term and long-term goals. Given the scope of the program, it is important to determine who and how many mentors and mentees will need to be employed. It is sensible to consider the characteristics for selecting both mentors and mentees.
It is essential to provide skill building training for both mentors and mentees. All of the soft skills become important including empowerment, listening, humanity, collaboration, and decisiveness. The training should also include how to determine strengths and weaknesses, how to identify developmental goals and how to discuss and describe the roles and responsibilities of participants. Take the time to train employees. Make sure your organization doesn’t bring forward a mentor leadership program without seriously considering these guidelines. The key to leadership is to take it intently. The framework needs to be thoughtful that guarantees success for all.