"I think a mentor gets a lot of satisfaction in a couple of ways. They're doing something constructive, so they feel good about that. And when they see the results of this, with the young people they're working with, it's very, very rewarding. And also, they have a feeling that their own experiences aren't just ending because they're old. They're able to sort of provide a new base through their own experience, they provide a new base for a young person to start from themselves. And that gives you a great deal of satisfaction to do that."      ~ John Glenn, U.S. Senator

Mentoring is a dynamic, evolving partnership with people who invest time, know-how, and effort into enhancing another's growth, knowledge, or skills. Mentoring responds to critical needs in an individual's life, preparing that person for greater satisfaction, productivity, or achievement in the future. Mentoring is not about being sponsored for a promotion; it is one of many tools available to aid in employee development.

More specifically, mentoring at BLM is a voluntary program where self-directed people can work together to meet developmental needs. Mentor/Mentoree partnerships are established on a one-to-one basis. The partnership is a constantly evolving, growing process with both members providing insights and feedback

Mentors provide a wealth of experience and mentorees can improve their development by taking advantage of this knowledge. The level of involvement and interaction is up to each mentor/mentoree.

Mentors are to provide support and advice. Mentors are not personal trainers or coaches or your next step for promotion to a new position.

The following are among the mentor's roles and responsibilities:

• Teaches the mentoree about a specific issue
• Coaches the mentoree on a particular skill
• Facilitates the mentoree's growth by sharing resources and networks
• Challenges the mentoree to move beyond his or her comfort zone
• Creates a safe learning environment for taking risk
• Focuses on the mentoree's total development

Mentorees are actively seeking to broaden understanding about the profession, work environment, as well as seek to improve mentoree skills, talents, abilities, and commitment.

The following are mentoree's roles and responsibilities:

• Establish specific goals and objectives for the mentoring relationship
• Actively seek to broaden understanding about the profession, work environment, as well as seek to improve mentoree skills, talents, abilities, initiative and commitment
• Understand potential areas of growth, clarify and negotiate needs and expectations, be enthusiastic and take action
• Use mentor as both a resource for knowledge and a sounding board for ideas and issues
• Be open and honest about concerns regarding the profession and work environment and be willing to listen and learn by receiving constructive criticism and feedback

What is the difference between mentoring and coaching?

People often confuse mentoring and coaching. Though related, they are not the same. A mentor may coach, but a coach is not a mentor. Mentoring is "relational," while coaching is "functional." There are other significant differences.

Coaching characteristics:

• Managers coach all of their staff as a required part of the job
• Coaching takes place within the confines of a formal manager-employee relationship
• Focuses on developing individuals within their current jobs
• Interest is functional, arising out of the need to ensure that individuals can perform the tasks required to the best of their abilities
• Relationship tends to be initiated and driven by an individual's manager
• Relationship is finite - ends as an individual transfers to another job

Mentoring characteristics:

• Takes place outside of a line manager-employee relationship, at the mutual consent of a mentor and the person being mentored
• Is career-focused or focuses on professional development that may be outside a mentoree's area of work
• Relationship is personal - a mentor provides both professional and personal support
• Relationship may be initiated by a mentor or created through a match initiated by the organization Relationship crosses job boundaries
• Relationship may last for a specific period of time (nine months to a year) in a formal program, at which point the pair may continue in an informal mentoring relationship.