| | JULY 2024MANAGEHRMAGAZINE.COM8In MyOpinionIn today's dynamic business landscape, professionals are becoming well-versed in the concepts of coaching and mentoring, leveraging these tools to drive their professional growth. However, a new phrase, `career sponsorship,' is gaining prominence, prompting inquiries. In this article, we'll explore the essence of each developmental tool, explain their distinctive characteristics, and highlight their collective impact on individuals and organizations.Mentorship: Sharing Wisdom and ExperienceI like the expression that a mentor is like a cobbler with shoes.Mentoring represents a mutually enriching relationship in the business realm, where the mentor imparts personal experiences and knowledge to the mentee, fostering the development of their leadership potential. It's akin to saying, "Here's what I've done--consider my experiences. What strategic steps are you contemplating?"Unlike business coaching, which focuses on skill enhancement and performance improvement, mentorship encompasses a broader spectrum of developmental domains, including career planning, organizational navigation, and personal growth.Today, mentorship is prevalent across all Fortune 500 companies and has proven effective in recent years. Eighty-four percent of U.S. Fortune 500 companies have mentoring programs.Individuals with mentors are five times more likely to receive promotions, and 67 percent of businesses with mentorship programs report increased profits. Seventy-nine percent of millennials view mentorship as critical for career growth and are twice as likely to stay with a company long-term if they have a mentor. Finally, 90 percent of mentors and their mentees feel happier and more confident at work. When choosing a mentor, successful experience and the ability to serve as a role model for certain qualities play a crucial role.Mentoring typically spans a long duration, from several months to years. The mentor and mentee may schedule regular consultations or meet as needed when the mentee has specific questions--they regulate these themselves.The goal of mentoring is defined by the mentee, and the mentor advises on how to achieve it using the methods they themselves master. For the mentee, it is important to understand that mentoring is a collaborative effort, not the management of a less competent professional. Therefore, mentees should be proactive participants, initiate meetings and define their topics, independently identify their problems and areas for development, and not perceive the mentor as a boss but honestly discuss the current situation.Role of Mentor:· Focuses on the goals and tasks of the mentee;· Advises on what to study, read, and watch;· Offers options for solutions but does not provide specific guidance on actions;· Supports and discusses challenges;· Provides structured and developmental feedbackRole of Mentee:· Setting clear goals and objectives for the mentoring relationship· Being open to feedback and guidance from the mentor and implementing suggestions for improvementBy Evgeniya Tikhonova, Head of Talent Management & DEI, HiltiNURTURING TALENT: UNVEILING THE DYNAMICS OF COACHING, MENTORSHIP, AND CAREER SPONSORSHIPEvgeniya Tikhonova
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