HR Wiki - SCO

Page tree

You are viewing an old version of this page. View the current version.

Compare with Current View Page History

« Previous Version 3 Next »



Mentoring at Solvay


INTRODUCTION

Mentoring is a relationship where a Mentor shares their knowledge, skills, and experience with a Mentee in order to support their development.  It is a good way of efficiently transferring valuable competencies from one person to another, and can motivate individuals and teams to learn and grow, expose them to learning opportunities, and provide support for their learning and growth.

Is Coaching the same as Mentoring?

No.  Coaching is led by an experienced coach who focuses on the future goals and actions of the coachee. Mentoring is typically provided by an expert in a specific topic.  See the comparison below for further illustration.

Coaching

Mentoring

Short-term for a set duration

Long-term, no set duration

Conversation

Advises on what to do

Asks powerful questions

Shares, models, teaches 

Partners

Teacher and student

Intuitive feedback

Explicit feedback

Participative

Directive

Click here to learn about Peer Coaching Circles

Mentoring at Solvay

Although Solvay currently manages several formal mentoring programs for target audiences, inclusion in a formal, managed program is not required to harness the benefits of a mentoring partnership. 

You are encouraged to take ownership of your career, review the available guidance, best practices, and digital learning, and discuss with your Manager how you can leverage a mentoring partnership. 

Mentoring is optional and is just one among many other ways of developing skills. Getting a Mentor is not a guarantee of superior performance. It is up to the Mentee to be in the driving seat and make the most of the opportunity.  You can find more development opportunities in the Learner Led Development Guide.

Click to read about the three types of mentoring at Solvay.

How can I identify a Mentor?

In the course of your regular performance check-ins with your manager, you may discover the need to improve upon one or more skills or behaviors in order to reach your development goals.  Although Solvay does not currently facilitate mentor / mentee matching on a broad scale, there are several ways that you can find a mentor to support your development.

  • Mentors can be senior to you in your company, executive leaders in the same or another GBU or function, customers, strategic partners, respected members in your industry, or people who are doing the job to which you aspire.  
  • Mentoring relationships can be formal or informal. They can also come from all parts of your life, not just your professional life.
  • Be clear about what you are looking for in a Mentor and what support you need. Think about what you would like to get out of the relationship and your career goals.
  • Ask your Manager to tap into their network.
  • After identifying someone, the next step is to simply ask, “Would you be willing to be my mentor?” Explain why you asked this particular person and what you hope to get out of the relationship. 

What does the typical Mentoring Journey look like?

  1. The Mentee identifies a match.
  2. The Mentor and Mentee meet to get acquainted with each other.
  3. Mentor and Mentee(s) clarify development needs and goals
  4. Mentee(s) defines a development plan and ask for a review by the Mentor
  5. Mentor encourages Mentee(s) to try new behaviors and serves as a role model.
  6. Mentee applies what they’ve learned and receives feedback from the Mentor
  7. Mentor and Mentee(s) evaluate the individual’s progress.










Date last updated:  

USEFUL LINKS


  • No labels


HR Organization

Feedback & Content Contribution Form 

More information