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49% of all skills that exist today will be dated by 2025.
That’s too short a timeline for organizations to put a major portion of their workforce on accelerated training programs. For companies interested in training their staff, customized training along with mentoring programs is the answer.
Mentoring programs bridge the gap between different levels of expertise and experience within the company, help with the professional development of mentees, and reinforce the leadership skills of mentors.
But, before you start a mentoring program in your organization, you should know the differences between the roles and responsibilities of mentors and mentees. We will also discuss different types of mentors and mentees in this article and discuss how you can maximize the benefits of mentorship in your company. Let’s get started.
Key differences between mentors and mentees
On the surface, the difference between a mentor and a mentee is that of a teacher and a student. But, unlike a teacher, a mentor’s sole job is not just to teach a mentee, and a mentee’s only job is not just to learn from the mentor.
For example, a chief technology officer (CTO) can be a mentor to many engineers in an organization, but the engineers already have the skills needed for the job and the CTO has a number of other responsibilities. So, the relationship does not work like a conventional teacher-student relationship. In the context of organizations:
- A mentor is an experienced and knowledgeable individual who guides and supports a less experienced person.
- A mentee is a person who is guided and supported by a mentor, typically seeking to gain skills, knowledge, and insights to advance personal and professional development.
There are a number of differences between the roles, responsibilities, and objectives of mentors and mentees.
Types of mentors
In an organization, the role of a mentor typically includes:
- Guiding and advising mentees in their professional development and career progression.
- Sharing expertise and knowledge relevant to the organization and the mentee's role.
- Providing support in skill development and offering constructive feedback.
- Assisting in networking and building professional relationships within the organization.
- Helping mentees set and achieve career goals while navigating organizational culture and dynamics.
- Acting as a role model and demonstrating effective leadership and professional behavior.
Not all mentors are made equal though, there are five different types.
1. Traditional mentor
A traditional mentor is someone with extensive experience in a particular field who provides guidance, advice, and support to a less experienced individual, often in the same organization or profession.
Traditional mentorship facilitates the transfer of industry-specific knowledge, helps mentees navigate career paths, and enables professional development through personalized advice and support.
This type of mentoring is ideal for new hires in a company, professionals transitioning to new roles, or individuals seeking career progression in their current field.
Google's Career Guru program, where experienced employees mentor their newer colleagues, is a good example of traditional mentoring. In this program, senior employees help with the career development of junior employees and help them acclimate to the company’s culture.
2. Peer mentor
A peer mentor is an individual at a similar career or academic level as the mentees. They provide support, share knowledge, and offer advice based on their own experiences. They often focus on collaboration and mutual growth.
This type of mentorship helps build a supportive community, encourages shared learning, and provides relatable insights to mentees. It's particularly effective in promoting a sense of camaraderie and mutual understanding.
Peer mentoring is useful within departments of an organization where most employees are at similar levels in terms of skill sets. It is also useful in academic settings.
The peer mentoring program at Washington State University is a good example of this type of mentoring. This program helps students in foundational courses like pre-algebra, college algebra, and business calculus. The mentors in this program are undergraduate students excelling in these courses. These mentors offer extra review sessions and help with homework.
3. Reverse mentor
In reverse mentoring, a younger or less experienced individual mentors a more senior or experienced colleague, often in areas like technology, social media, and current trends.
This mentorship promotes intergenerational collaboration, provides fresh perspectives to seasoned professionals, and helps bridge the knowledge gap in fast-evolving areas. It is beneficial in situations where senior staff need to stay updated on new technologies, digital trends, or evolving workplace norms.
Deloitte UK's reverse mentoring scheme, launched as part of its Black, Asian, and Minority Ethnic (BAME) action plan in 2017, is a good example of this type of mentoring. This program aims to support retention and progression within the firm. It pairs 30 junior staff members with senior leaders to share insights and experiences. This initiative has provided senior leaders with fresh perspectives on achieving ethnicity and gender diversity targets, promoting a greater understanding and appreciation of the challenges faced by these groups within the workplace.
4. Career mentor
A career mentor specializes in providing guidance and advice focused on the professional development and career advancement of their mentee, drawing on extensive experience in a specific industry or field.
Career mentoring helps in navigating career paths, making informed decisions, and developing strategies for professional growth and success. This is ideal for individuals seeking career advancement or transitions at any stage of their careers.
The Aspire program by Support Driven is a good example of career mentoring initiatives. This program is designed to connect mentees in the customer support industry with experienced mentors for one-on-one guidance. This program offers a platform for professional development and active participation within the Support Driven community.
5. Life coach as a mentor
A life coach as a mentor focuses on personal development, helping individuals set and achieve personal and professional goals by providing guidance, motivation, and emotional support.
This type of mentorship offers a holistic approach to personal growth, aiding in self-discovery, confidence building, and life management skills. It is suitable for individuals seeking clarity in life decisions, personal goal setting, and overcoming personal barriers to success.
Tony Robbins, a renowned life coach, exemplifies this role by mentoring individuals in personal development, career success, and life satisfaction, demonstrating the transformative impact of life coaching.
Types of mentees
In an organization, the role of a mentee generally includes:
- Actively seeking guidance and feedback from the mentor to enhance professional skills and knowledge.
- Demonstrating a willingness to learn and apply new skills and concepts in their work.
- Setting and communicating clear goals and objectives for their professional development.
- Being open to constructive feedback and willing to engage in self-reflection and improvement.
- Taking initiative in their own development by asking questions and seeking out opportunities for growth within the organization.
There are eight different types of mentees.
1. The eager learner
The eager learner is characterized by an immense enthusiasm for acquiring new skills and knowledge. Often driven by the desire to excel in their current roles or broaden their expertise, they immerse themselves in learning opportunities. However, they may face challenges in focusing their efforts or applying their knowledge practically.
A mentor's role for the eager learner involves providing structured learning paths, challenging their thinking, and helping them set realistic goals. Through tailored mentorship, the eager learner can significantly advance their skills and career. potentially exemplified by a junior employee in a tech firm who rapidly progresses by actively engaging in training and seeking regular feedback.
Mark Zuckerberg exemplified all qualities of an eager learner in the early stages of his career. He did this through his openness to seeking guidance and advice from more experienced individuals, particularly Steve Jobs, during critical phases of Facebook's development.
2. The undergraduate
The undergraduate mentee typically embarks on their mentorship journey while navigating the complexities of university life. They are often in pursuit of academic success, career guidance, and personal growth. Balancing coursework, extracurricular activities, and early career planning, they seek mentorship that offers both academic support and insights into the professional world.
A mentor for an undergraduate mentee plays a crucial role in bridging the gap between academic theories and practical applications, providing career advice, and fostering personal development. This relationship is invaluable for undergraduates who are shaping their future paths, often influenced by mentors who guide them through the transformative university years.
One well-documented example that aligns closely with the spirit of this archetype is that of Jack Dorsey, co-founder of Twitter, and his early interactions with technology and business leaders. Dorsey's formative years were influenced by his fascination with dispatch routing, programming, and the entrepreneurial spirit of Silicon Valley. His journey from a young programmer to the founder of Twitter and Square was shaped by the guidance, advice, and inspiration he received from many mentors in the tech industry.
3. The graduate
Graduate mentees, having advanced beyond their undergraduate studies, often enter mentorship with a focus on specialized academic research or professional career development in their chosen field. They seek guidance on navigating complex research projects, academic publishing, or transitioning effectively into industry-specific roles.
Mentors play a pivotal role in offering expertise in these specialized areas, providing critical feedback on research, and aiding in professional network building. The mentor's experience is invaluable in helping graduate mentees make informed decisions about their future careers, whether in academia or the professional world.
Satya Nadella, CEO of Microsoft, exemplifies the graduate mentee archetype through his pursuit of advanced degrees in Computer Science and Business, which prepared him for leadership within the tech industry. His academic background and subsequent rise through the ranks at Microsoft showcase the profound impact of graduate education on professional development and organizational success.
4. The goal-setter
The goal-setter mentee is distinctive for their focus on specific, often ambitious, objectives. Whether aiming for career milestones, personal achievements, or academic targets, they approach mentorship with a clear vision.
This type of mentee benefits greatly from a mentor who can provide strategic guidance, help in breaking down goals into manageable steps, and offer accountability. The relationship thrives on the mentor's ability to align advice and support with the mentee's defined objectives, navigating a path that is both challenging and rewarding. For the goal-setter, mentorship becomes a key tool in the journey towards achieving their set goals.
Elon Musk exemplifies the goal-setter mentee archetype through his ambitious vision to revolutionize multiple industries, including automotive with Tesla and space exploration with SpaceX. His journey, influenced by a diverse array of mentors, showcases how ambitious goal-setting can lead to high achievements.
5. The transitioner
The transitioner mentee is typically in the midst of a significant change, such as shifting careers, returning to the workforce, or transitioning to a different role within their field. They often seek mentorship to navigate the uncertainties and challenges of this change. A mentor's role is crucial in providing insights into new industries or roles, offering emotional support, and sharing strategies for adapting to change. This mentorship is invaluable in helping transitioners build confidence, acquire new skills, and successfully adapt to their new environments or roles.
John Glenn is a good example of the transitioner mentee archetype by shifting from being the first American to orbit Earth to serving as a US senator for Ohio at the age of 53, a role he held for 24 years, showcasing a significant career transition from astronautics to politics.
6. The explorer
The explorer mentee is characterized by their curiosity and openness to diverse experiences and knowledge areas. Often unsure of their exact career path or academic focus, they seek mentorship that can provide a broad perspective and exposure to multiple possibilities.
Mentors working with explorer mentees guide them through various options, help them discover their interests and strengths, and offer advice on potential paths. This mentorship is crucial in assisting explorers in finding their niche and making informed decisions about their future direction.
Ratan Tata is a good example of the explorer mentee archetype. His journey is marked by his efforts to innovate and venture into uncharted territories in the business world. Under his leadership, the Tata Group made bold acquisitions, including iconic global brands such as Tetley, Jaguar Land Rover, and Corus. While he may not have had a specific personal mentor, his mentorship came from a combination of the Tata family legacy, the values instilled by predecessors like JRD Tata, and the broader organizational culture of the Tata Group, which emphasizes leadership, innovation, and social responsibility.
7. The parent mentee
The parent mentee often engages in mentorship while juggling the responsibilities of parenting and professional or personal development. They seek guidance on balancing these roles effectively, managing time, and pursuing career or educational goals amidst the unique challenges of parenthood.
A mentor for a parent mentee can offer invaluable support by sharing strategies for work-life balance, providing empathetic understanding, and helping them navigate the complexities of simultaneously being a parent and a professional or student. This mentorship is crucial in empowering parent mentees to achieve their objectives without compromising their parenting commitments.
Indra Nooyi, the former CEO of PepsiCo, is an exemplary figure who was both a parent and a mentee during her rise to success. Nooyi has been vocal about the importance of mentorship in her career, attributing a significant part of her success to the guidance she received from mentors throughout her professional journey.
8. The professional
The professional mentee is typically well-established in their career but seeks mentorship for further advancement, skill enhancement, or navigating specific workplace challenges. They value mentorship that provides advanced career insights, leadership development, and strategic networking opportunities.
Mentors play a key role in offering industry-specific knowledge, guidance on professional growth, and advice on managing complex workplace dynamics. This mentorship is crucial for professionals aiming to elevate their careers to the next level, whether through climbing the corporate ladder or expanding their professional capabilities.
Bill Gates fits the professional mentee archetype perfectly when it comes to his relationship with Warren Buffet. Gates was already highly successful when he first met Warren Buffett in 1991. He had established Microsoft as a leading company in the software industry, and it was well on its way to becoming the dominant force in personal computing. His meeting with Buffet turned out to be the beginning of a deep friendship and a valuable mentor-mentee relationship. Gates has often spoken about the profound influence Buffett has had on him, not just in terms of investment and business strategies, but also in terms of philanthropy and thinking about how to give back to society.
🔮 Read the mentees guide 101
How to build effective communication between a mentor and a mentee
More than 40% of workers report that poor communication reduces the level of trust they have in their leadership and their team. Poor communication also leads to reduced productivity, low job satisfaction levels, and additional stress for everyone involved.
Effective communication between a mentor and a mentee means that both parties understand each other's perspectives and goals. It lays the foundation for a strong, trust-based relationship and enables open and honest dialogue that is vital for successful mentoring outcomes.
Here’s what you should do to promote effective communication and address the challenges in mentor-mentee relationships:
- Create a detailed mentor-mentee agreement that outlines specific roles, responsibilities, and goals. Revisit and update this document periodically to reflect any changes.
- Conduct a detailed assessment of the mentee's current skills and areas for growth. Use this analysis to tailor the mentorship approach, focusing on bridging specific skill gaps.
- Implement a system for tracking progress, with clearly defined metrics. Regularly review these metrics to ensure alignment with goals and adjust strategies as needed.
- Periodically switch roles in meetings, allowing the mentee to lead the discussion. This helps in understanding each other's perspectives and enhances communication.
- Develop a structured feedback system where both parties can provide and receive feedback. The feedback should be actionable and followed up with specific steps for implementation.
- Establish a clear mechanism for addressing and resolving misunderstandings or conflicts that may arise, ensuring they don't hinder the mentorship process.
- Conduct joint training sessions or workshops that focus on communication and professional development. This external perspective can provide new insights and strategies.
How Together helps build and strengthens mentor and mentee relationships
Together's mentoring platform significantly enhances mentor-mentee relationships in organizations. By streamlining the pairing process with a sophisticated algorithm, Together makes compatible matches, and creates effective and meaningful connections. Its scalability allows organizations to expand their mentorship programs without additional administrative burdens.
- Together's platform enhances mentor-mentee matching with its efficient algorithm, ensuring compatible and meaningful pairings. The University of North Texas (UNT) benefited greatly from this feature.
- The platform's capability to scale mentorship programs is demonstrated in the case of First Horizon Bank. Together enabled the bank to expand its program by 25% without using any additional resources.
- King (a division of Activision) supports diversity in mentorship. Their program used Together to provide equitable mentoring opportunities, promoting diversity in leadership.
- Together's ability to track success is shown in the case of Cruise Automation. The platform helped them surpass mentorship goals with measurable outcomes.
The platform also promotes diversity and inclusivity in mentorship, increasing engagement and retention rates. Additionally, Together's ability to track measurable outcomes helps organizations evaluate the success and impact of their mentorship initiatives, leading to more focused and productive relationships.
To see Together’s mentor-mentee pairing algorithm in action, and learn how it can help you scale your mentoring program, book a demo today.
