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Brief Description

The mentor is an experienced person who is able, willing and available to teach, train or coach a person with less knowledge in a specific area – regardless of age, gender,
or expertise in other unrelated areas. The mother of four children may be a mentor to young parents, the young computer champion to a senior staff, and the senior expert to the young professional.

Mentoring aims at (1) skills development, (2) fostering the understanding of the organisation and its culture, and (3) career development. Beside this traditional mentoring (with fixed roles), peer mentoring (with interchanging roles) and team mentoring (with a network structure) are practised, the latter two having common features with other methods (peer assist / peer review).
(Source SDC Learning&Networking)

When to use

How to use

1. Determine the goals of the mentoring process. Define the beneficiary’s expectations and preferred learning styles, and reveal the mentor’s concept.
2. Choose the right mentor. Experience, knowledge and skills are one thing – a fine relationship between mentor and beneficiary the other. Your boss might not be the best mentor for you.
3. Develop a mentoring plan. Include moments for emergencies.
4. Define objectives for each meeting. Focus on the disciple’s situation and questions, not on the mentor’s experience.
5. Give up the mentoring when you feel strong enough.

(Source SDC Learning&Networking)

Tips and Lessons Learned

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Examples & Stories

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Who can tell me more?

  • Nadejda Loumbeva (nadejda.loumbeva [at]

Related Methods / Tools / Practices


Kwywords, tags

learning, training, expertise

Photo or image credits