Mentoring: A tool for personal development

The Chartered Institute of Logistics and Transport's (CILT), Women in Logistics and Transport (WiLAT) group launched its IGNITE mentoring program for women in logistics and transport sectors in 2014.

This article is based on the presentation 'Effective Mentoring Relationships', by the Marketing Director, Unilever Sri Lanka, Mrs Ramani Samarasundera at a WiLAT gathering in December 2014.

What is mentoring?

Mentoring supports and encourages people to manage their own learning to maximise potential, develop skills and improve performance to become the person they want to be.

A mentor helps the mentee believe in himself and boost confidence. For the individual, it is also about becoming more self aware, taking responsibility for their life and actively deciding on the direction rather than leaving it to chance.

In a larger context, mentoring is a powerful personal development and empowerment tool.

What does it involve?

In terms of outcome, mentoring is about igniting personalities, inspiring possibilities and investing in potential. But it is also about inculcating a purpose, instilling pride and infusing passion in the mentee about their potential, achievements and the future.

Its about idealising what is yet to come - the prize. Each one of us needs someone to help us see beyond what we can see today. That is a valuable role an experienced mentor can play in our lives.

What does a mentor get from the relationship?

Mentoring allows time to reflect on what you've learned over the years from past experiences. Some people tend to jump in and solve others' problems. Mentoring, and consciously allowing the mentee find own solutions is a great way to learn how to help while not smothering or taking over.

The experience of mentoring can help move the mentor to a higher plane on their own journey to leadership.

Being a good mentor

Remember all those who invested in you when you needed it. In terms of a legacy from your career, "you are only as good as the leaders you build." Regular meetings, keeping a diary and giving feedback that monitor and measure the journey are part of what is expected from a good mentor.

You can motivate and strengthen the mentee and feel good by celebrating wins in terms of behaviour and performance.

If you truly love the process, it will work better for both of you.

What a mentor should not do

Seeking to build, not break should be the mentor's goal. But that does not mean aiming to create another 'me'. You are not the mentee's fairy godmother. Rather than solving their problems, the mentor should help the person solve their own problems. This process of discovery will make the mentee more confident.

How it works

Ms. Samarasundera used the examples from the movie Invitcus to elaborate on the various aspects of a successful mentoring relationship.

The movie, starring Morgan Freeman and Matt Damon, was based on the story how Nelson Mandela, in his first term as the South African President, enlisted the national rugby team, which had been sidelined due to apartheid to win the 1995 Rugby World Cup.

The idea was that sports can act as a uniting force for a divided nation. The 1995 World Cup was the first major sporting event to take place in South Africa after apartheid ended.

To get his support for the venture, Mandela invites the Springboks captain, Francois Pienaar, to tea. And the story ends with the Springboks winning the World Cup, against rugby powerhouses like the New Zealand's All-Blacks (who were the runners up).

Using this story, Ms. Samarasundera explained how the principles can be summarised into tips for mentors and mentees.

Igniting personalities. Mentors need to find the first followers in their teams, the leaders. Having tea once a month and sharing your life helps. Mentees need to keep an open mind.

Inspiring possibilities. "I think he wants us to win the World Cup," said Pienaar in the movie. Mentors, like Mandela, need to have bigger than life visions. Don't treat reality as a benchmark. You need to look for the next mountain top and allow for self realisation. Benchmarking may help here.

Mentees need a 'Yes I can' spirit and be ready to do what it takes and to believe in it.

Investing in potential. Mentors need to work on building technical and leadership skills, support the stretch and be there, encouraging each milestone. Mentees need to work hard and identify gaps for skill and leadership development.

Inculcating purpose. Mentors shouldn't lose touch of the bigger picture. They must guide mentees not only on the end, but also the means of getting there. Mentees need to understand their own context, where there role is as a cog in the machine.

They must appreciate the value of their contribution and know that 'If its to be its upto me'.

Instilling pride. Mentors have to put their neck on track, however, outrageous that may seem. They must build followership for the journey.

As the movie puts it 'Begin with an A'. Mentees must retain a winning spirit, but yet remain humble.

To infuse passion, mentors need to keep the foot on the accelerator and keep the juices flowing. There's no other way. Be an antidote to failure and keep pushing. We cannot overestimate the value of believing in someone.

Mentees have to remain focused as well. It is important to have others that support you. They help you and make it possible for you to reach your goal.

Idealising the prize. Mentors need to celebrate small and big wins with the same thrill, with plenty of applause. Make sure to give credit publicly when it's due and quickly show them the next mountain they must conquer.

It seems all the more possible and easier following victory. Mentees need to acknowledge their role and resolve to achieve greater heights. Do not be complacent.