Especially for direct managers of mentees –
but also relevant for direct managers of mentors!
The purpose of a mentoring programme is to provide development opportunities for the participants in such a way that the programme benefits both mentees, mentors and the organisation.
To ensure that the learning is of benefit to the organisation, the department and the mentee/mentor, it is important that the direct manager takes an active part in the process.
At the same time, it is important that the mentee/mentor and the direct manager discuss the issue of confidentiality in the mentoring process – the mentoring conversations as such are confidential, however the learning and insights in relation to the defined learning themes are not and should be visible to the direct managers and peers.
Therefore, the role of the direct manager includes the following:
- Provide the mentee (and mentor) with input and feedback on potential learning topics for the mentoring programme – and feedback at appropriate points in the programme on the achievement of this learning.
- Provide the mentee with opportunities to experiment with new behaviours, try out new skills, and explore new career opportunities during the mentoring programme.
- Support, observe, and give the mentee (and the mentor) feedback when the direct manager can see the mentee (or mentor) is changing behaviour or communication style as a result of the mentoring programme.
- Be available to discuss long-term/medium-term career ambitions and career opportunities.
- Support mentees and mentors in taking the necessary time to take full benefit of the mentoring programme.
To make sure your mentoring programme engages the direct managers of mentors and mentees in the best possible way, this is something that you need to consider already in the design phase of the mentoring programme. And it is a good practice to involve direct managers in the recruitment and selection process of candidates for the programme.
