Good mentors and good managers play an important role in an employees well being and productivity. Some managers are also great mentors, but important to differentiate the two disciplines so people can make sure they are receiving both.
Management is about ensuring the other person does what the company needs. Mentoring usually focuses on what the individual needs and helping them to manage themselves - which leads to happier, engaged employees who better fulfill the role their manager needs of them.
Usually the way the employee responds to a managers direction has a direct result on a managers own performance, so there is a vested interest. It is easier to form a mentoring relationship with someone outside of your management structure, because mentoring requires a level of vulnerability.
“The delicate balance of mentoring someone is not creating them in your own image, but giving them the opportunity to create themselves.” — Steven Spielberg
A mentor must:
1. Be Supportive
2. Have no hidden Agenda or vested interest
3. Be Non-judgemental
4. Have Relevant experience
5. Enable mentee to try, grow, and strive!
“In order to be a mentor, and an effective one, one must care. You must care. You don’t have to know how many square miles are in Idaho, you don’t need to know what is the chemical makeup of chemistry, or of blood or water. Know what you know and care about the person, care about what you know and care about the person you’re sharing with.” — Maya Angelou
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