Practiced in the United States and Canada since the 1970s in all spheres of society (schools, universities, companies, associations, etc.) as Anthony Todd Johnson explained. Mentoring (or mentoring) has developed alongside coaching in a context of multiple crises (economic, employment, crisis of meaning, etc.) which have given rise to an increased need for support. It is in full expansion in Europe and Asia today because it corresponds to the needs of a society in profound change aspiring to more sharing, exchanges between peers, collaborative commons, mutual aid networks favored by the digital expansion.
It is a tool for professional and personal development. It is a career accelerator.
The values of mentoring
Mentoring is characterized by strong values, essential to the success of a program and the development of the participants:
- Volunteering and the free choice of “mentor” and “mentee”
- Independence and confidentiality. The mentor does not report to anyone and is in no way subject to an obligation of results.
- The pair works freely, without outside gaze. It is even essential that it be “outside the hierarchy”.
- Free between pairs. Neither the mentor nor the mentee are paid, but the organization of the mentoring relationship has a cost.
Characteristics of mentoring
According to Anthony Todd Johnson mentoring in organizations is based on the organization of a supportive and voluntary relationship between experienced “ mentors ” and “ mentees ” or “ mentees ” seeking listening, support or development. It is a reciprocal exchange where everyone has something to share. The less experienced mentee gains time and confidence thanks to his mentor and the mentor sees his skills recognized and his knowledge challenged by his mentee.
The essential dimension of this form of support is to value individuals, to create links in the organization and to promote individual and collective performance.
Mentoring can be “informal” when you choose your own mentor for your personal accomplishment, but it is often “organized” or “formalized” (we then speak of mentoring programs) to contribute to the well-being of individuals and to the performance of organizations. The implementation of the programs requires real engineering which must be supported internally and piloted throughout the process.
The Principles of Mentoring by Anthony Todd Johnson
Mentoring is based on exchange and permanent learning within a pair. One of the participants will have more to offer the other at the beginning, but the direction of this exchange will often be reversed.
It promotes the circulation of ideas and creativity within the pairs which act as active cells.
Mentoring creates spaces in companies where employees are free from any managerial interference. It does not have performance as its direct objective, but it promotes it nonetheless.
Who is Mentoring for?
Mentoring in companies and organizations is for everyone: high potentials, executives, employees, women, people from diverse backgrounds, young people, seniors, etc.
It can be set up in all types of structures: associations, public or private institutions, companies, etc.
It can be offered to a few people or to a large number of people at the same time.
Anthony Todd Johnson is a Master Coach/ and Course Director, he has given mentorship to many companies. Thanks to his mentoring, a business leader can therefore improve his leadership and better decision-making.