Mentoring
Mentoring is a relationship which gives people the opportunity to share their professional and personal skills and experiences, and to grow and develop in the process.
Typically, it is a one-to-one relationship between a more experienced and a less experienced employee. It is based upon encouragement, constructive comments, openness, mutual trust, respect and a willingness to learn and share (Spencer 1999).
The process of the more experienced offering support, advice and assistance to the younger and less experienced group members has a long history. It is found in the effective elder system of Aboriginal and Torres Strait Island peoples. It has also existed in western societies, particularly among men in middle and senior management.
The difference between mentoring, coaching and management
| Mentoring | Coaching | Management |
| Focus - personal goals/aspiration and professional need with a by-product being improved performance in the organisation. | Focus - learning that delivers business results and influneces professional goals with a by-produce being personal goals tied closely with the pursuit of and connection with business outcomes. | Focus - performance and business results through people abd resources with the by-product being growing people to enable the business the results to be achieved. |
| Goal is led and directed by the mentee | Goal may be led and directed by the learner, but the coach drives the process | Goal is led and directed by the manager and organisation strategy. |
Source: Feldman & Associates
NTPS commitment to mentoring
Recruitment and retention of staff is a key issue for the NTPS. We are juggling skills shortages, an aging workforce, flexible work arrangements, Indigenous and remote considerations. The introduction of formal mentoring programs which focus on special interest groups has the potential to provide the support required to attract them to the NTPS in the first instance, to successfully induct and thereafter retain people in our workforce.
In addition, a well structured mentoring strategy can contribute significantly to the career development of employees which underpins organisational issues such as succession planning and transfer of corporate knowledge.
This is re-enforced by the 2005 election commitment which included the research and subsequent development of a strategy on mentoring for the Northern Territory Public Sector.
Who needs a mentor?
Almost anyone can benefit by having a mentor, but a mentor is particularly helpful for people who need:
- help during a transition, when facing decisions, analysing problems, sorting through options, setting goals, planning and implementing actions;
- a guide in a new field, role or organisation;
- a counsellor to encourage self-exploration, listen, question, provide feedback and build self-reliance;
- a coach to share goals, to help acquire and practise skills, to motivate with support and challenges, and to sometimes be stern and tough but always on his/her partner’s “team”;
- a role model to demonstrate desirable behaviours and attitudes;
- information or expertise beyond current experience
New challenges to revitalise or regain lost enthusiasm - vision to see possibilities and potential and to set new goals;
- a critical friend to evaluate performance or a piece of work and give honest feedback; and/or
- assistance in an unsupportive environment.
Source: Mentoring in Australia - a practical guide: Ann Rolfe. Copyright © 2002 Pearson Education Australia Pty Ltd
Who is mentoring for?
Anyone can benefit from involvement in a mentoring program, whether as a mentor or a mentee, however there are some special interest groups who may have a lot to gain from a formally structured program, such as:
- new Apprentices;
- Graduates;
- Cadets;
- youth;
- Indigenous people;
- people with disabilities;
- women wanting to go into management;
- remotely based people; and
- occupational groups, such as, Human Resources.