Why We Mentor

W. Brad Johnson and Charles R. Ridley say it best.
This partial excerpt is taken from their book,
“The Elements of Mentoring”
*************

Mentoring relationships (mentorships) are dynamic, reciprocal, personal relationships in which a more experienced person (mentor) acts as a guide, role model, teacher, and sponsor of a less experienced person (Protégé). Mentors provide proteges with knowledge, advice, counsel, support, and opportunity in the protege's pursuit of full membership in a particular profession.

Outstanding mentors are intentional about the mentor role. They select proteges carefully, invest significant time and energy in getting to know their proteges, and deliberately offer the career and support functions most useful for their proteges.

Mentoring is an act of generativity-
a process of bringing into existence and passing on a professional legacy.

Mentoring is more than a fad. It is a well-researched helping relationship. Mentoring is associated with positive personal and career outcomes. What are the outcomes of mentoring?
First, research consistently demonstrates the following benefits for mentored proteges: enhanced promotion rates, higher salaries, accelerated career mobility, improved professional identity, greater professional competence, increased career satisfaction, greater acceptance within the organization, and decreased job stress and role conflict. Mentored individuals also are more likely to mentor others.
Second, mentors themselves benefit through internal satisfaction and fulfillment, enhanced creativity and professional synergy, career and personal rejuvenation, development of a loyal support base, recognition by the organization for developing talent, and generativity (pleasure associated with shaping future generations).

iFilmGroup.org - Why We Mentor - June 2021.