Why would an employee want a mentor?
There are numerous benefits for employees to make an effort to develop a mentoring partnership. Some of the most common include, professional development, gaining advice and perspective from a trusted, impartial advisor, the possibility of expanding professional networks, transfer of technical skills and even career guidance.

What are the benefits of having an employee mentored by someone in a different discipline?
A mentor from a different discipline can provide perspectives which serve to expand the mentoree's understanding of the BLM and, in some cases, cross discipline partnerships have proven useful with the mentoring partner's current project assignments.

How can you determine an organization or employee's need for mentoring?
Some organizations conduct focus groups, employee surveys or both to determine where the need for mentoring is greatest, and whether there is sufficient support for a mentoring program.Other organizations rely on task force members, who have been asked to participate because of their knowledge of the organization and the population being targeted. The appropriate method depends on what steps an organization has already taken as well as what resources are available. In general, focus groups are relatively low-cost, while surveys can be costly. 

Will mentoring require a large amount of time?
The amount of time spent between a mentor and mentoree will depend on the objectives set by both parties in the initial stages of the mentoring relationship. Meeting for lunch, telephone meetings, using instant messaging are all possible depending on what you agree upon up front.

Is mentoring mandatory for employees?
No. Mentoring is not mandatory, however, it is highly recommended. Mentoring provides many opportunities for career enhancement and professional development. Mentoring takes commitment and time on the part of both the mentor and mentoree, it is very important that people choose to become mentoring partners in order to help the mentoree achieve their objectives for the partnership.

Does an employee need to be in the same office as their mentor?
Mentors can be selected by an employee for many reasons. Co-location is not essential for a successful mentoring partnership. The key to success is to clearly identify with the selected mentor, the specific roles and responsibilities of mentor and mentoree.

As an employee, I've heard a mentoring program is only as good as the mentor you get. What happens if it appears the mentorship match isn't working to either party's satisfaction?
If an employee has given the mentoring partnership time and effort, and either partner determines that the match is not workable it is appropriate to either renegotiate the terms of the mentoring relationship or seek a new mentor.

Will participation in a mentoring program guarantee an employee a promotion?
Participation in a mentoring program is not a guarantee for a promotion. The relationship between an employee and a mentor will help the employee to recognize particular strengths and how to make the most of them. This self knowledge will help the employee to determine career direction. In addition, a mentor may help an employee to develop a network of contacts.

What does mentoring mean to supervisors?
Supervisory support is essential to a successful mentoring partnership. We recommend having a discussion with your employee before a mentor is acquired. This will help facilitate the partnership between the mentor/mentoree. You can provide resources for the partnership to flourish (e.g. IDP, suggested identifying potential mentors, etc.). Reassuring and encouraging the mentoree to acquire a mentor emphasizes that the mentor is not trying to take your place as a supervisor. Encourage your employee to keep you informed on how the partnership is evolving. We recommend mentors do not meet individually with you without the mentoree's permission. Funds should not be expended for most mentoring relationships. There may be some statewide programs which provide training for mentors/mentorees which may have funding support.

Is supervisory approval and support required for participation in the mentoring program?
Absolutely. Supervisory support is essential to a successful mentoring partnership. It is important that supervisors are aware of the benefits of the program indicated above. They also need to know about the initial training that may require travel and that some mentoring meetings will occur during work hours.