mentoring

Mentoring - Grow Yourself and Others

Grow Yourself and Others

Mentoring is a relationship in which one person (mentor) supports the learning, development and progress of another person (mentee) to achieve a mentee’s goals and improve their knowledge, skills or performance. Mentoring has been shown to have multiple benefits for the mentee, the mentor and  the organisations (host or external).

Mentoring can be a powerful intervention to build skills, transfer knowledge, engage employees and improve performance. There has been a significant amount of research extolling the benefits of mentoring for women’s leadership and career development.

The Benefits…

Mentoring helps individuals and organisations learn and grow as part of creating stronger and healthier institutions and organisations.

Mentee

  • increased confidence, knowledge and skills
  • career development inputs
  • contacts, networking and advice on how to grow your network
  • mentoring experience to share with others
  • leadership skills
  • thinking partner
  • help with problem-solving and decision-making
  • strategies to manage relationships and deal with people
  • support from an ally who believes in you and your ability

Mentor

  • job satisfaction: seeing others develop & supporting their success
  • “giving back” to the community/others, making a difference
  • stimulation & positive intellectual challenge
  • learning and developing oneself, explaining/listening to different perspectives
  • increased skills in developing others
  • confirmation of your experience and recognition of your mentoring skills
  • leadership development

Organization

  • “giving back” to the community/others, making a difference
  • leadership development
  • succession planning
  • improved staff motivation
  • development and management of corporate culture
  • improved communication
  • better retention of employees
  • easier recruitment and induction
  • increased flexibility and cross-functional leadership

How it Works?

We offer both individual and organisational mentoring programmes. Through our Mentoring Exchanges programme, we work with global development organisations and/or individual global development professionals often working in resource-constrained settings, together with international executives and academics. They are matched to have mentoring conversations around professional development, leadership and management.

All our matching is personalised – carefully connecting individuals to find the right match between dedicated professionals to deliver greater value. In developing a mentoring intervention, we:

  • Work with you to define your mentoring programme
  • Liaise with your organisation to recruit mentees
  • Launch a call to mentors and develop an appropriate mentor pool
  • Process mentee and mentor applications
  • Match mentees with mentors, based on stated goals, expectations, experience and values
  • Introduce mentors and mentees
  • Orient and train mentors and mentees
  • Monitor progress throughout the duration of the mentoring experience
  • Organise a final evaluation

Global mentoring exchanges – matching development, private sector and academic professionals, to advance professional and social outcomes.

frequently asked questions
What does the Mentoring Exchanges Program aim to do?

Our goal is to match professionals working in international development and executives and academics around the world so that they can share experiences and build skills so that everyone is better off.

People working in development organizations are often faced with resource constraints – both time and money and all too often, professional development experiences, including leadership development initiatives which can be scare or non-existent. We would like to help these individuals’ access professional development initiatives to reinforce their skills to they can achieve their social outcomes with even greater effectiveness.

On the other side of the equation, busy professionals – executives and academics, are often interested in contributing, giving back and often don’t know how to do so. Combine this with chronic ‘busyness’ and there often is not time to investigate how. We hope that Mentoring Exchanges can provide them with meaningful opportunities.

At the organizational level (mentees or mentors) developing/refining skills is useful across the board for developing skills such as management and leadership skills, reducing turnover rates and building purpose and added value to the company’s culture and their staff well-being through job satisfaction.

We are working to build bridges so that everyone leaves the relationship better off and at the same time, we are engaging more people and organizations in achieving the SDGs.

How do you match people?
First, we ask prospective mentors and mentees to complete a detailed questionnaire to build their profiles by covering key areas such as –

  • Personal interest in mentoring
  • Expectations
  • Values
  • Personality traits
  • Experience
  • Partner preferences ie gender, qualities, skills, experience etc.

Next, we look at any ‘partner preferences’ listed by both a mentor and mentee and try and satisfy these criteria first. We also take into consideration any logistical considerations ie time zone, scheduling preferences.
From here, we look at each profile and try to make a match based on ‘fit’ – looking for compatible expectations, values and personality.

In essence, we try to match as closely as possible mentors and mentees based on this combination of preferences, logistics, and fit to find a match that will work well for each participant.

What if I'm not happy with the arrangement?
Speak up, if anything goes wrong! If you’re unhappy, or unsure, we suggest that you first attempt to resolve things with your mentoring partner. Give it a try! Discussion and dealing with people is part of your development. And we did match you both for a reason 🙂

If you are not able to resolve things, or if you’d like help or guidance, please let us know. We will do our best to find a solution.

Should mentors have already had some mentoring experience?
Not necessarily – you don’t need to have previous experience as a mentor to be a part of our mentoring programs. First, we have developed for you a handbook – the Mentoring Exchanges Handbook which provides advice and guidance for both mentors and mentees. Second, we offer support through regular webinars, as well as regular follow up with both mentors and the mentees throughout the life of the experience.

What we do ask from mentors is that they have management and/or leadership experience, and also the right attitude and skills, e.g.: wanting to empower and help others to succeed; ability to listen and communicate clearly; self-awareness.

What is International Development?
International development addresses global challenges like poverty, inequality, disease, mass migration, insecurity and conflict to improve people’s well-being in a sustainable way. Development organizations (governments, UN, Non-Governmental Organizations) work to develop safer, healthier, more prosperous lives for people in developing countries – often impacting on societies everywhere.

Interventions are made in numerous ‘program areas’ (e.g. health, education, water and sanitation, women’s empowerment, human rights, and the environment).

What is an International Development professional?

International development professionals/aid workers are employed by charities, non-governmental organisations (NGOs), international aid agencies and voluntary groups.

They provide support and assistance to people in locations around the globe, addressing healthcare, sanitation, housing, education, construction, agriculture, industrial development, human rights, sustainability and relief from natural disasters.

Many thousands across the globe work for organizations like Red Cross, the Salvation Army and the United Nations.

Does a mentor need to be experienced in International Development?
No. The mentoring program focuses on building management and leadership skills in general, transferable to another context. It is more important to have skills in these areas, which your mentee can apply in a development context.
What's the difference between internal and external mentoring programs?
Internal mentoring programs pair individuals within the same organization whereas external mentoring programs pair individuals from different organizations, and even from different sectors/countries, as we do at Mentoring Exchanges.
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