Quite recently a programme has been established that trains people to become business mentors to others who are setting up their own business. This may sound new to Malta but mentoring has been around for a very long time and is currently being promoted actively in the US and throughout Europe.

Mentoring should be seen as a way of life rather than a programme or a stand-alone project. If mentoring is to be successful, it must become a priority. If mentoring is to be taken seriously and if key personnel are to devote time and energy to helping others, they must see how mentoring relates to the success of all concerned.

What is mentoring?

Taken from the Greek word meaning 'enduring', mentoring is defined as a relationship between a facilitator/teacher and a protégé or mentee. It is a power-free, two-way relationship. Mentors become trusted friends and advisers to the mentee.

Through continued involvement, the mentor will offer support, guidance and assistance as the mentee goes through a difficult period, faces new challenges or works to enhance their current situation.

Mentoring is the process in which successful individuals go out of their way to help others establish goals and develop the skills to reach them.

Mentoring can help you acquire skills, open doors, increase confidence, widen your perspective, avoid many errors, otherwise enhance your career and life, and help your organisation succeed.

A mentor is usually an experienced person who acts as a coach, challenger or motivate - and just to mention a few famous mentors and their mentees: Dr Martin Luther King was mentor to Jesse Jackson, Richard Burton was mentor to Sir Anthony Hopkins, Archimedes was mentor to Galileo, Christian Dior was mentor to Yves Saint Laurent.

There are two types of mentoring - natural mentoring and planned mentoring. Natural mentoring occurs through friendship, teaching, coaching and counselling. Planned mentoring occurs through structured programmes in which the mentors and mentees are selected and matched through a formal process.

The role of the business mentor is a very important and vital one. He or she can provide professional advice and guidance, which has been gained through their own experience. It is an opportunity to pass on the knowledge you have, to help others to grow and develop, to be part of something new - to give back and prepare others for the future. Effective mentors share not only what they know, and whom they know, but also what they have become.

Mentors will listen actively, empathise and build trust by connecting personally with each mentee; encourage and praise and otherwise positively reinforce the mentee by showing that they believe in them, that they can do it.

Inspiring the mentee and expecting them to excel, and being able to infuse them with thoughts and feelings that enable them to do so. Provide inspiring quotes, stories, and personal examples. Yet the mentor must also be prepared to provide corrective feedback and let the mentees know when they are not going in the right direction in firm yet kind ways.

Respect for the mentee and their abilities as well as the right to make their own choices - the mentor's way is not better nor does the mentee need to be rescued - they need a guide and adviser, not someone to tell them what to do and how to do it.

There are many benefits to having a business mentor and many people will agree that the mentees will receive enormous benefit from their mentor. As we become more successful, we become even more tied down to our work responsibilities - not many realise that it only takes an investment of five hours a month (after the initial five-week training programme) of their time to serve as a mentor.

Mentors will also learn from their mentees. They may have knowledge you don't have or may even be able to teach you a particular skill.

If you are in management you could be assessed on your capability of being able to recognise and develop talent. Then, of course, there is the sense of satisfaction, achievement, pride and contentment of playing such an important role in your mentee's career.

The mentoring process

In the first phase, laying the foundation is established. As the two partners get to know each other, boundaries are set as to what each expects of the connection. As they begin to learn more about each other and become comfortable, trust is established. They reach a point where they can discuss things openly and honestly.

The next phase, clarifying the direction, the mentor helps the mentee look at realistic possibilities and options. Together they develop a plan to help the mentee reach his/her goals and aspirations. The mentor's roles in this phase are primarily as a coach, a motivator, and a teacher.

He/she devotes more time to this phase than any other, focusing on providing detailed information on many workplace issues, procedures, sharing the benefits and insights of his/her experiences. It helps to give examples of good or bad experiences, share what did or didn't work along the career path, and suggest pitfalls to avoid. During this time, the mentor gives a lot of praise and builds the mentee's self-confidence.

During the third stage, the mentor is helping the mentee grow and will serve more as a counsellor, guide, and door opener. The mentor persuades the mentee to find answers on his/ her own. The mentor also prods the mentee to take risks, try new strategies, ask questions, and make discoveries.

Some of the activities a mentor might recommend to his/her mentee during this period are: training, updating their resources and information or attending conferences

A mentor should be supportive, patient, respected and respectful, people-oriented, a good motivator, an effective teacher and self-confident!

CSB Employment Agency has been supporting the local business community with its services since 1987. For more information call us on tel. 2122-5800 or 2124-6543, fax 2123-0520, e-mail: jobs@vacancycentre.com, or visit www.VacancyCentre.com.