By Ntshepeng Seema, Human Resources Administrator: SPM
Mentorship isn’t a programme you tick off a list—it’s a discipline. Done right, it accelerates growth, builds confidence, and creates meaningful connections. Here’s how to make it work.
- Define the Purpose Clearly
Start every mentorship with clarity. Agree on objectives, communication preferences, and meeting frequency. Misaligned expectations are the fastest route to wasted time.
- Listen to Understand, Not to Respond
Mentorship isn’t advice-giving; it’s insight-gathering. Mentors should absorb challenges before offering guidance. Mentees should speak openly about aspirations and obstacles. Real understanding occurs first in silence, then in words.
- Show Up Consistently
The relationship lives in action. Regular meetings, follow-ups, and timely responses signal commitment. Without reliability, trust erodes, and potential stalls.
- Share Lessons, Not Just Successes
Experiences carry weight. Talk about failures, missteps, and course corrections alongside wins. Context makes guidance credible and practical.
- Empower, Don’t Rescue
The goal is independence. Challenge mentees to make decisions, solve problems, and own outcomes. Celebrate progress, but resist the urge to do the work for them. Growth comes from doing.
- Protect Trust and Confidentiality
Open dialogue thrives on discretion. Keep sensitive conversations private. Trust lost is nearly impossible to regain.
- Track Goals and Progress
Set measurable objectives and revisit them regularly. Track wins and adjust for obstacles. Mentorship without accountability is mentorship without results.
- Keep Learning Yourself
Mentorship isn’t one-way. Mentors gain perspective, mentees bring fresh ideas. Treat every interaction as a learning opportunity. Curiosity keeps the relationship sharp.