The Idea of Mentoring

If there is an idea of mentoring in your mind that is about how one person with expertise and another more "junior" person sit by the fireside while the knowledge seeps in from the "expert". . .think differently.

I had the opportunity to hear Dr. Audrey Murrell, Associate Professor at the University of Pittsburgh, speak today. Her approach, depth, and breadth of reach where the idea of mentoring is concerned was phenomenal.

She started the conversation getting us clear on the distinctions between mentoring myths and the realities of what mentors are and can be. From there she moved into clearly describing the roles of mentors and how within the role is always a symbiotic relationship. She shared that it is not a paternalistic/maternal parent-child dynamic with a superior-subordinate, helper-helped interaction.

This fact that the nature of mentoring is two-way and that both parties should be benefiting from the cultivation of the relationship is, for many, a profoundly different way of viewing mentoring. And even though there are people who have experienced the benefits of having a mentee and have communicated about these inherent benefits, there is still the idea by some that it is a time-sucking, obligatory distraction from "my work".

What excited me the most was the clarity she brought to the idea that mentoring is a separate responsibility of the leader/manager vs. an integral responsibility that benefits individuals and organizations in the short and long-term. She said this supported by data and great personal experiences.

Dr. Murrell's explanation of the benefits of mentoring led me to reflect on the views that people often have about diversity and inclusion. Inclusion goes naturally hand in hand with development. Being truly inclusive as a leader fosters the manifestation and cultivation of diversity in its myriad dimensions. Developing people is not optional just like cultivating diversity is not optional, especially in certain disciplines and industries. And given the nature of the especially complex problems we are asked to solve in our businesses these days we cannot afford to discount it in any sense.

Diverse perspectives are not only valuable, but to be competitive they are essential. All dimensions of diversity from identity to outlook must be considered if innovation and continuous improvement/maintenance of quality are desired.

I suggest you pick up Dr. Murrell's book Intelligent Mentoring. Her perspective and insight is a great contribution to any organization or professional who would like to develop this vital leadership competency.