stages of development - International Business Growth Radio Network

Creating an Atmosphere of Mentorship - Angela Hooper-Menifield

11/2/2021

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Introduction

Many entrepreneurs and business owners have found that as their business grows, they are mired in the small details. None of these things are taxing, difficult to accomplish or overwhelming. Yet, they nip, nip, nip at our time. Before we know it, we have spent hours checking off these small things and the day has gotten away from us. Are these some areas or needs that someone else could do to free us up for the ‘big rocks’? Would these things allow us to transition from working in our business to working on our business? What are some other key questions that need to be considered in this thinking?

Today’s episode of “The People Side of Business” with host Angela Hooper-Menifield will focus on the value of mentorship in any organization and how we, as business owners, can model mentorship in a way that fosters such a culture. As such today’s episode (S4_E5) is titled “Creating an Atmosphere of Mentorship”.

Angela is a proven HR Professional, leadership coach, trainer, and former leader / manager of thousands of employees. In this show and this season, she will bring her vast experience and credentials to our listening audience as she speaks into how entrepreneurs can grow their businesses by growing their teams.

Show Objectives
Today's show will discuss how business owners should first have a mentor; then become a mentor; and finally, foster mentoring within their business..

What You Need to Know

What is Mentorship?
1. Mentorship is a relationship in which a more experienced or more knowledgeable person helps to guide a less experienced or less knowledgeable person. The mentor may be older or younger than the person being mentored, but they must have a certain area of expertise.
What is the purpose of Mentorship?
1. The purpose of workplace mentorship programs for the mentor, mentee and organization. The purpose of mentoring is to tap into the existing knowledge, skills, and experience of senior or high performing employees and transfer these skills to newer or less experienced employees in order to advance their careers.
What are the Three C’s of Mentorship? (Blog by Michelle Wright)
1. Consultant - Just as consultants are hired to provide specialized recommendations based on a wealth of industry knowledge, mentors are responsible for sharing their own business insights gained through years of real-world experience.
2. Counselor - Listen. Guide. But don’t give away all of the answers. Although it can be easy for a mentor to simply point out mistakes, there are often valuable lessons for mentees in making those mistakes along the way. A good mentor will be able to reflect on their own experiences to determine when the journey was more insightful than the outcome. In these instances, a mentor must play the role of counselor and provide guidance but not answers, enabling their mentee to figure out the right course of action individually.
3. Cheerleader - In addition to all of the constructive feedback and advice that a mentor can give, they should also provide support and enthusiasm. Starting a business has many ups and downs, and it can be encouraging to know that your mentor is rooting for you. Mentors should help celebrate a mentee’s successes – no matter how big or small.
What are the benefits of Mentorship?
1. Benefits to the Mentee:
  1. Receives guidance and support from a respected member of campus community.
  2. Professional development opportunities.
  3. Increased confidence.
  4. Increased institutional knowledge and understanding of how the campus works, how things get done.
  5. Greater awareness of other approaches to work.
  6. Builds a network of colleagues and expands knowledge of different areas of the organization.
  7. Having a confidential sounding board for ideas and challenges.
2. Benefits to the Mentor:
  1. Provides fulfillment and satisfaction of helping others and contributing to the development of colleagues.
  2. Extends network of campus colleagues and builds community.
  3. Supports use and development of key competencies leading to growth.
  4. Encourages examination of the status quo and alternative possibilities.
  5. Encourages renewed ideas and perspectives on one’s leadership role.
3. Benefits to the Organization:
  1. Facilitates the growth and development of high-potential leaders.
  2. Demonstrates visible commitment to staff development and continuous learning.
  3. Transfers and maintains institutional knowledge.
  4. Fosters an inclusive, diverse and collaborative environment.