Mentorship is a form of leadership that can help to foster a sense of community and belonging within an organisation, writes Shay Dalton
The concept of mentorship can be traced back to the character of the Mentor in Homer’s Odyssey.
Odysseus, King of Ithaca, asks his trusted companion, Mentor, to keep watch over his son, Telemachus, while he is away. Mentor acts as a guide to Telemachus, supporting him in his father’s absence.
In the Middle Ages, mentoring became popular as part of the apprenticeship process in trade work. It wasn’t until the 1970s that mentorship made its way into the business world, however.
Though the stakes may not be the same as they were in ancient Greek civilization, mentorship can play a key role in career growth and success.
What is the role of a mentor?
A mentor is someone with more experience than the mentee who passes along their knowledge and experience in the field in which the mentee aspires to work. The role of the mentor is to guide the mentee throughout their career progression.
Anyone, at any stage in their career, can—and should—have a mentor.
Benefits of mentorship
According to a Harvard Business Review survey, 84 percent of CEOs with formal mentor relationships were less likely to make costly mistakes and more likely to become efficient in their roles. Seventy-one percent of CEOs who had formal mentoring arrangements said they “were certain that company performance had improved as a result”.
Mentorships can also help with:
- Support systems: Mentorship offers a built-in support system, which is essential in any career or industry. It positively impacts mental health and improves self-confidence and self-esteem. In the early days of entrepreneurship, mentorship can alleviate feelings of loneliness and isolation.
- Accountability: A mentor holds their mentee accountable for their goals. This may mean verbally checking in on how their progress. It also means both parties hold one another accountable. If the mentor is not prioritising the mentorship, it is the mentee’s job to check-in. Accountability is critical to success.
- Confidence: Mentorship provides confidence as the mentee begins to develop their skills and autonomy. It also helps build leadership skills for both the mentor and mentee.
- Networking opportunities: Through time and experience, the mentor has developed relationships with others in their field. Mentors have a network of people to introduce to the mentee and can expose them to more career opportunities.
Four phases of mentorship
Kathy E. Kram, Professor of Organisational Behaviour at Boston University, lists phases of the mentoring process in her research from the early eighties. According to Kram, mentorship is an ongoing exchange that moves between these four phases:
- Initiation phase is when the relationship is established, and trust is built between the mentee and mentor.
- Cultivation phase is when more frequent interactions and collaboration occurs (this stage can last two to five years).
- Separation phase is when the mentee begins to operate more independently from the mentor; and
- Redefinition phase is when the relationship shifts from mentorship to peer.
The mentorship relationship should also have specific and measurable goals, frequent interaction, and actionable steps. There should be a clear desired outcome for both the mentee and the mentor.
Mentorship as leadership
Mentorship is a form of leadership. It is a way for those with more experience to give back to the company and leave behind a legacy from their own experiences. It can help to foster a sense of community and belonging within a corporation.
Shay Dalton is the Managing Director of Lincoln
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