By Catherine Hoy

In the epic poem The Odyssey by Greek poet Homer, Odysseus is preparing to go off to fight the Trojan War when he realizes he’d be leaving behind his only son and heir, Telemachus. Since the boy is still young and wars typically dragged on for years (the Trojan War was to last 10 years), Ulysses entrusted the care and education of Telemachus to Mentor, his wise and trusted friend.

The close relationship that developed between Mentor and Telemachus, based on encouragement and practical plans for dealing with personal dilemmas, led to the adoption of the word “mentor” to mean someone who imparts wisdom to and shares knowledge with a less-experienced person.

The challenge and stresses of the professional world have been increasing steadily, and it can be an overwhelming place for anyone just starting their career. Having someone who can walk alongside you and share their knowledge and experience is a great asset to your career success.

The Nuts and Bolts of Professional Mentorship
In a formal mentoring setting, there are usually requirements which both mentors and mentees are committed to following: setting a timeframe, assessing needs and expertise, setting goals, deciding means and frequency for communications, choosing topics and agenda for meetings, giving feedback, respecting confidentiality, and evaluating experiences. It is this kind of structure that creates the best learning experience for both the mentor and the mentee. The six greatest benefits and building blocks of such a program include:

We all feel disheartened when faced with a decision about which we’re unsure. During such times, wise advice from someone we trust is indispensable. When Paul, my mentor, answered an email I’d sent about an important business question, I was both touched and reassured. He not only gave me a very good analytical answer, he also gave me affirmation and encouragement on what I’d committed myself to doing. His insight on the issue gave me a new understanding of what I was facing, and his encouragement confirmed what I wanted to achieve. I took his advice and achieved good results, and I attribute the success to the guidance I’d received from my mentor.

One of the characteristics unique to a structured mentoring program is having a set time frame, which puts both the mentor and mentee in agreement to follow this guideline. Both are committed to a schedule of when and how to connect with each other and to the sharing of objectives and goals, thus building an effective relationship based on shared commitments. In my case, Paul has been generous in giving support and advice when it comes to business matters and life issues in general. As a mentee, I was constantly reminded how generous Paul has been with his time. He answered my emails promptly, and made special arrangements for further discussions when there was a bigger issue I couldn’t solve. His example has made me committed to be equally as generous when I have a mentee of my own.

Another element in a mentoring program is deciding topics and agenda prior to scheduled meetings. Debriefing and checking in before the meeting starts is also helpful. Staying in regular touch helps to break the ice, and also helps each partner know where he or she is in relation to the status quo. It creates the opportunity to start addressing challenges and problems together, and also helps make the best use of both people’s time.

Goal setting is an important part of a structured mentoring program. Without it, there is no benchmark for measuring the outcome of the program. It is the mentee’s role to decide what he or she wants to achieve with the partnership, and the mentor’s role to assume a sense of responsibility for the mentee’s ultimate success. Both partners are accountable both to themselves and to the other person, with a mutual respect for the role the other person is playing in the relationship—a respect that is a necessary byproduct of a committed partnership. I particularly respect Paul’s advice to me in regards to demonstrating truthfulness and respect, and he demonstrates his embodiment of these values with his treatment of others. The most important element of having him as my mentor has been knowing that he believes what I am offering with my business is valuable.

In a mentoring partnership, it is encouraged that the mentor and mentee meet in both social and educational contexts. This creates the opportunity for the partners to get toknow more about each other. For example, they could give shared presentations to business groups or employers on their mentoring experience, or attend social gatherings and talk about their memorable stories and experiences. These functions provide opportunities for communities to get to know the benefits of participating in a mentoring program, as well as giving the two mentoring partners exposure within a larger network.

The last element to winding up a structured mentoring program is to exchange feedback and evaluation between the two partners and to the program director. This process is helpful for the people involved in organizing these programs, and is also an invaluable tool for those who are interested in exploring such programs themselves. The feedback can provide valuable insight for to enhance the efforts of both current and future HR professionals.

Why not apply this secret ingredient to today’s competitive professional world?
Even though our mentorship has officially come to end, I am constantly reminded of how important it was to have someone like Paul who was willing to stand alongside me when I started my business. His mentorship has proven to be invaluable in today’s competitive professional world, and committed me to doing the same for someone else who could learn from my experiences to improve their own business endeavours. Wouldn’t you like to try out this secret ingredient for yourself?

Catherine Hoy, MA is the Mentoring Lead for the Fraser Valley Advisory Council, BC HRMA and the Founder and Principal of Care At Work, a consulting and training company helps HR and management to achieve and maintain the emotional and mental wellness of their employees. She is a Professional Spiritual Care Practitioner by completing a Master’s Degree at Trinity Western University. www.careatwork.net.

Interested in mentoring? Apply for the BC HRMA Professional Mentoring Program before October 15, 2012.