Read the original Psychology Today blog here

In today’s dynamically evolving workplaces, mentoring remains a cornerstone of professional development and personal growth. However, the common approach to mentoring has failed to evolve with the changing expectations and needs of the workforce and new challenges they face.

Where organisations have a mentoring programme in place, they typically focus just on the basics—a matching process based on a skills or experience swap and the minimum of training. Elsewhere, it’s left to individuals to arrange their own mentoring. In both cases, mentors are expected to know what they are doing, but they don’t always receive the guidance and support they need.

Mentoring requires a tailored approach; each individual comes with their own set of experiences, challenges, and learning styles. The one-size-fits-all model is outdated and often ineffective in fostering genuine development.

The efficacy of mentoring depends on acknowledging and incorporating the mentee’s unique context. This requires mentors to better understand their mentees’ backgrounds, preferences, and challenges. By fostering a personalised approach, mentors can create a supportive environment that encourages open communication, genuine engagement, and meaningful progress.

Bridging the Gap: Personalised Engagement

Statistics reveal a significant gap between those interested in mentoring and those who actually have mentors. An Olivet Nazarene study revealed that 76% of people recognised the importance of having a mentor, yet only 37% of professionals actually have a mentoring relationship in place. The disparity underscores the need for more strategic and intentional mentoring programmes within organisations. There is a palpable need for a shift towards personalised mentoring that aligns with individual learning plans and engagement styles.