W and TheXFactor

hat do you picture when you hear the word ‘mentor'? No doubt a fresh-faced worker, clambering over the words of an older, wiser guru whose ‘secrets to success' promise riches, respect and preferment (think: Simon Cowell contestants). With this scenario in mind, the obvious winner is the mentee, the student, the one ‘doing the learning'. But companies and organisations are now commending the broader effects of mentoring within the workplace, not only for the mentee but the mentor as well.

The concept of ‘ mentoring' has been in pop culture for longer than we realise. If she hadn't found herelf a mentor in the shape of Professor Stromwell, played by Holland Taylor, the flighty, fashion-obsessed Elle (Reese Witherspoon) may never have been chosen as a law associate in LegallyBlonde.

‘Mentoring' is a word that is often used in place of another workplace relationship. To clarify, mentoring tends to be focused on the relationship between the two participants and on providing a safe environment for the mentee to share and discuss any issues that are affecting their personal and professional development. ‘Coaching' on the other hand is a much shorter relationship that involves a few structured, professional meetings to tackle specific issues or develop specific skills. So while coaching has a fixed end goal and an agenda with which to reach it, mentoring provides support, guidance and advice for the mentee in their career over a longer period.

The benefits of both coaching and mentoring play a very valid role in today's working environment, extending beyond the coachee and mentee and on to the coach, the mentor and the organisation itself. Managing Director at PeopleFirst HR Consultancy Asma Bajawa explains some of the benefits of the mentoring and coaching system, wherever you may fall on the caeer ladder.