Your company is launching a mentoring program, or perhaps you have an offer to participate in such a project outside your organization? Are you wondering if you are suitable for such a role?
This is a very good question. It opens the way to adopt a mature mentoring attitude, to find yourself in the role of mentor and to learn it properly.
The problem is that many people are garnered for mentoring, although not all of them have the aptitude for it. As issued by some, it is more like star mentoring, which is a negation of mentoring as such.
The mentor’s role is to remove himself from the shadows and let the other person develop. Only when this principle is followed will both parties grow in the mentoring process: develop, enrich their personalities, transcend their own limits, learn conscious humanity. In my experience, I know that many mentees appreciate the value of this relationship and become mentors themselves after some time to support others.
Mentoring is a natural stage of maturity for a conscious person. It fits in with the theory of human psychosocial development, where at the stage of late adulthood (40-65 years of age) a strong need to create something that will last him is awakened.
The perfect time to become a mentor is when we have three key resources:
- Knowledge
- Generosity
- Availability
With such a set, we become truly valuable to the mentee.
Not surprisingly, experienced managers are particularly keen on mentoring. They feel that Finding a new area of activity that is professionally close, yet idealistic, will make them achieve something really significant in life.
And good! Because Mentoring programs need experienced and empathetic people, who feel the need and desire to develop others.
