Words Count!

 by Dr. Linda Phillips-Jones (in memoriam) with slight edits by Dr. G. Brian Jones

     

When we at CCC/The Mentoring Group consult with non-profit institutions or corporate organizations, we invariably run into words that mean different things to people. We make a point of learning what our clients mean, and sometimes we teach them our definitions.

Words count a lot in mentoring, so let’s see how you define several common words or phrases.

“mentor”

  1. Someone who informally comes alongside a person or a group of people and, over a period of years helps that individual or group learn and grow.
  2. An older person who helps one or more young people gain knowledge, attitudes/feelings, and skills.
  3. A senior manager of the organization who sponsors one or more junior employees or members.
  4. An experienced individual who periodically coaches less experienced people on situations they face.
  5. An experienced person who goes out of his or her way to help an individual or group 1) set goals and 2) build competencies to reach those goals

Our response: Answers (a) and (d) are popular (and satisfactory) descriptions of informal mentors. Answers (b) and (c) are commonly held definitions, although we find them limiting and not as broad as the final answer. Answer (e) is our definition, which we believe applies to both structured and informal mentors. Sometimes mentors are older and more experienced, but not always. Sometimes the relationships last for years, but they don’t have to.

“mentoring initiative or culture”

  1. A structured process and set of requirements in which individuals apply and are screened, matched, and monitored for a set period of time.
  2. A less-structured process in which individuals are told how mentoring works, given some mentoring tips and resources, and encouraged to connect with mentors and mentees on their own.

Our response: Both answers are acceptable. Answer (a) usually refers to a more structured mentoring initiative. Answer (b) describes what we call an “enhanced informal” one. We prefer the words “culture” and “initiative” over “program” these days, since many people are programmed out! It’s important for institutions and organizations to be clear in explaining what their mentoring approach really is.

“management support”

  1. Executives and senior managers give strong verbal support for improving mentoring in the work setting. 
  2. Executives and senior managers approve adequate funds to support a mentoring initiative.
  3. Executives and senior managers talk positively about the initiative, provide adequate funds to support it, and actively participate as mentors when possible.

Our response: None of these definitions is incorrect; they’re all about level of support. Answer (c) is highly desirable. However, the other two levels of management support are valuable, too. Coordinators of mentoring initiatives should determine the existing level of management support and consider steps to enhance it so that the nonprofit institution or corporation vigorously promotes a mentoring culture.

“regular” (consistent) mentor-mentee meetings

  1. Once a week in-person contact.
  2. Once a quarter in-person contact.
  3. Twice a month phone meetings.
  4. Once a month in person and once a month phone contact.

Our response: We’ve seen all of these (and others) defined as regular, consistent meeting schedules. The key is to determine what’s do-able for each mentor-mentee pair or small group. We recommend that the very minimum regular contact should be one to two hours a month, preferably in person, although telephone meetings can work. Answer (b) “quarterly contact” is too infrequent unless distance is a big issue and regular phone and e-mail contact occurs between in-person meetings.

“feedback”

  1. Suggestions for corrections and improvements.
  2. Combination of praise/compliments and corrections/improvements.
  3. Praise and other positive comments.

Our response: We hear “feedback” defined all three ways. Answer (b) is our preferred definition since the term should include both categories. We separate feedback into Encouraging (positive) and Corrective (suggestions for improvement). It’s important for mentors and mentees to say what they mean by feedback and come to agreement on how best to give and receive it.

“successful mentoring”

  1. Mentors and mentees continue because they enjoy their partnerships.
  2. Mentees gain at least one new skill, area of knowledge, or positive attitude or emotion change.
  3. Mentors do a good job of listening to and assisting their mentees.
  4. Mentees remain in the institution or organization.
  5. Mentees gain new responsibilities and/or promotions.

Our response: Any of the answers can be indicators of success. Anyone planning mentoring initiatives or thinking about fostering mentoring partnerships should be clear on what “success” really means and then navigate the steps to attain them.

 

For more ideas on effective mentoring, check our Products and Archive.

 

CCC/THE MENTORING GROUP

www.mentoringgroup.com

13560 Mesa Drive, Grass Valley, CA 95949, USA

Phone: 530.268.1146 Fax: 530.268.3636 e-mail: info@mentoringgroup.com

All materials copyright © 2012 CCC/THE MENTORING GROUP

 

 

 

 

 

 

 

 

 

 



 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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