by Dr. Chris Veltsos, CISSP, member of (ISC)² Advisory Council of North America
Hardly a day goes by that I don’t hear or read about the benefits of mentoring. Can a good mentoring experience fix what ails organizations today? I’m not a mentoring guru so I can’t answer that particular question, but what dawned on me is how many people seem to think of mentoring as a narrowly defined relationship where the mentor gives — time and advice — and the mentee receives that information. While the relationship has value, in this article, I wanted to share other forms of mentoring, what I call other types of mentoring experiences, as they do also provide benefits to those outside the narrowly defined mentor-mentee relationship.
Does Traditional Mentoring Have Value? Yes!
Top executives know the value of mentoring, as many are where they are today having directly benefited from multiple rounds of mentoring. Managers also know that mentoring can help a new recruit bloom into a fully productive employee instead of being like a tourist bee — buzzing around for a while, then moving on to the next destination. Employees also appreciate the special attention and valuable benefits that they get through mentoring: caring, open, and honest feedback from someone who isn’t their supervisor.
When thinking about mentoring a junior employee, it’s easy to see how that can also be quite a rewarding experience for both the mentor and the mentee. After all each of us at some point found ourselves at the bottom of an organization or as the newest member of the organization, and we all wish that we had received advice and input from someon ..
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