Peer mentorship will create a reciprocally beneficial partnership that can boost your career.
- Peer mentoring breaks down the rigid lines between mentors and mentee, allowing for an equal playing field.
- To maximize the benefits from your peer mentoring relationship it is essential to establish specific objectives and standards.
- Find the ideal peer mentor by taking into consideration your objectives and looking into your work relationships.
- The content is for potential mentors and mentees looking to know what peer mentoring involves and how to make maximum benefit from the partnership.
mediaindonesia.net– Mentorship is an important factor to personal growth and development and can offer invaluable lessons for both the mentor as well as the mentor. The traditional mentorship operate under the model of a teacher-student relationship where the mentor provides the benefit of his experience and wisdom to the student. When it comes to peer mentoring, the roles of the mentor and the mentee are less defined, allowing both to benefit from the relationship.
Peer mentorship has long been a standard in academic settings, specifically at universities and high schools however, numerous workplaces are starting to embrace this as a chance to help employees be able to learn from one another in a more equal playing field.
What is peer mentorship?
Peer mentorship is a kind of mentorship that promotes the exchange of information, in which employees can offer their advice to each other as well as learn from each other and gain professional growth.
“In the peer-mentoring model it is possible for each participant to be both a teacher and a student Both can decide on the learning environment,” said Virginia Fraser, U.S. marketing manager at Insights. “Professionals have the support they require from a peer as well as the insight of the mentor.”
Although your peer mentor doesn’t necessarily need to be at the exact work level, there’s an advantage to mentorship as well as being mentored someone with a similar amount of experience as you do According to Sarah Callaghan, senior vice president of marketing at Rah Rah.
“You are facing similar difficulties regarding the task that you are working on in office politics, office politics, along with … the reporting line,” Callaghan said. “Your peer mentor is a true expert on the challenges and strains you face and can assist you to tackle these challenges in a positive and productive manner.”
Fraser explained peer mentorships evolve organically by establishing trust-based relationships in the workplace. The trust builds an environment of openness where colleagues can freely give feedback to each other about the way they behave, their attitude or performance.
The recipients of these feedbacks are more willing to listen to suggestions since they are aware that the person giving it is truly eager to be a part of their success. If this happens, Fraser noted, teams can develop an environment of checks and balances that aren’t dependent on the group’s leader.
How do you maximize the benefits of peer mentorship
There are three steps to peer mentoring: choosing the ideal mentor and cooperating with them to develop an enlightened relationship and asking for their support whenever you require it.
1. Find a colleague.
If you’re hoping to benefit by peer mentorship it’s first to identify the perfect teammate to team with. Fraser advised looking for an individual who has the same experience with you, but also has an unique perspective on the daily and long-term issues that you will face.
“Often it’s helpful to find someone with distinct backgrounds and perspective … in order to give more exposure to the diversity of ideas,” she said.
Consider the ways in which your experiences align or differ, and then use it in your favor. Be aware that this connection is intended to challenge and grow you in your position Don’t try to find an individual whose career or life experiences are similar to yours.
Another thing to be looking for in the peer mentor is integrity. Both you and your mentor must have a good relationship and be at ease speaking up according to Callaghan. It’s important to have the same career goals..
“Peer mentorship should be built on respect, trust and the same goals,” Callaghan said. “Use those shared values to help introduce an idea of peer mentoring in a way that is mutually advantageous endeavor.”
2. Create a mutual vision.
Determine the purpose of this relationship. Also, define the goals that you are able to achieve in order to ensure both your goals and that of your mentor’s goals are fulfilled. Mentorship with peers is a dynamic process that should reflect the interests of both sides.
“The mentor needs to be able to establish the overall purpose of the reason they require an instructor,” said Shirley Arteaga who is the executive director of product marketing at VMware. “Creating an idea of what you want to achieve in 3 to 5 years time is the initial step. This is not the right time to focus on the tiny. Instead, think big by imagining the way you would like your career to appear like.”
Arteaga suggested reviewing your professional process to find any gaps that you would like to tackle. Find out the gaps that are most significant to you at the moment and which ones you could put off at present.
Laura Francis, chief knowledge officer at MentorcliQ advised participants to gather to discuss goals within the limits of what each mentor could offer.
“Set goals that focus on your development or learning needs But include what your mentor could actually assist you with and establish boundaries to ensure that both of you are aware of what you may discuss and what topics need to be considered off-limits,” she said.
Set these boundaries from the beginning of your relationship will establish the foundation for trust that allows both partners to push one another without overstepping the boundaries. It is also important to establish a framework to manage the operation of your relationship.
“Align on the goals and agree on a time frame and then create an agenda prior to the time,” said career coach Dexter Zhuang. “Doing this lets everyone know what they can expect and allows conversations to go deeper and more valuable.”
3. Ask for proper guidance.
Do not be afraid to ask your mentor or anyone else for assistance whenever you feel that you’re not sure. One of the biggest problems with peer mentorships is that the two parties are on the same stage in their career, which means you might need assistance or advice from your more experienced colleagues sometimes.
It is also advisable to make an effort to ask your mentor for advice when you encounter difficulties or conflicts in your professional life. Rememberthat your mentor exists to help you for an reason.
“Reinforce your success by seeking the needed guidance from your teacher,” Arteaga said. “Help to enhance your learning experience by engaging in role-playing exercises for onboarding on every day.”
You must be open to the suggestions of your mentor of you, as it’s a relationship of give and take. The most important aspect of your mentorship relationship is to be open to offering and accepting suggestions, advice, and guidance while also practicing leadership techniques. In the absence of this, neither partner will gain anything from the partnership.
“To make the most of peer mentorship the most crucial aspect is to hustle and put in the effort,” said Paul Kim the co-founder of FinanceFox. “Show your the mentor you’re worthy of having them mentor you.”
What makes peer mentoring different from other forms of mentoring?
According to the Art of Mentoring the peer mentoring model is typically more accessible for potential mentees because of the access of peer mentors as rather than experienced mentors. But there are different types of mentoring which are more traditional mentoring, which is a low-level to senior relationship. While the mentor could be benefited, a traditional mentorship is typically designed to help the development of one individual and provide only one-way benefits.
In addition to the traditional mentoring coaching has other benefits in comparison to peer coaching. As per the Academy to Innovate HR rather than focusing solely on the progress of one person coaching is the process of two or more people working together to address issues within the workplace through reflection and enhancing the current methods.
How do you find the perfect peer mentor
Peer mentoring can create beneficial relationships in which both parties gain. Follow these steps to find the perfect peer mentor
- Determine the goals which you’d love a coach assist you in achieving.
- Check out your existing networks to determine if you have connections that are worth exploring.
- Learn about the routes your contacts have traveled to achieve the positions they currently hold.
- Learn the function of an individual peer mentor and be aware of the difference between them and a sponsor or other types of mentors. As per NPR, a sponsor can be a boss , or recruiter who could offer incentives for short-term rewards and a mentor may give guidance . However, an individual peer mentor isn’t bound to a specific job or position and can be part of your life in the long haul.
In a study conducted of Olivet Nazarene University 61% of those who participated stated that their relationships with mentors was naturally formed, while 25% of respondents said they were invited by their mentors, and 14% requested advice from their mentor.
The study also showed that, of those who sought mentors, those who were at those at the bottom of their companies had the highest likelihood of having mentors. About 57% of respondents said they were junior-level workers while 35% claimed they were mid-level employees, and only 8% of them said they had senior-level employees with mentors.
Researchers found the fact that 82% claimed that their mentors have officially identified themselves as such. 66% of respondents stated that their mentor-mentee relationships have continued throughout multiple careers.