Role Of Mentors For Successful Work-Based Learning

Role Of Mentors For Successful Work-Based Learning

Role Of Mentors For Successful Work Based Learning

Mentors play an influential role in promoting work-based learning and skill development whereby mentees enhance efficiency and productivity at work. The role of mentors has become crucial in facilitating individual learning and skill development. On the other hand, mentoring can help mentors reinforce or, in fact, double their knowledge base. It boosts their self esteem and gives them increased job satisfaction. Mentoring has benefits for everybody.

Mentors can be effective promoters of workplace learning in that they:

Create a Personalized Learning Environment: Mentors can create an informal setting whereby mentees can feel free to approach them for suggestions. They can understand an individual’s learning styles and the preferences of their mentees and mould the learning process to suit those styles. Thus, they can provide effective guided learning for the best advantage of their mentees.

Facilitate Transition from School to Workplace: Fresher’s come with skills but lack experience in putting those skills to better use in the new environment. Here, mentors can help mentees transform those skills to suit their job responsibilities by timely analysis and guidance.

Provide Emotional and Professional Support: Mentors are out to help mentees in all situations arising in the new workplace. They do everything necessary for the well-being of the mentees. They see that mentees feel comfortable and give of their best. When mentees are sure that there is an experienced colleague looking after them, they can make a focused approach to learn the job skills in a short span of time.

Plan, Monitor and Assess Individual Learning: As in any other pedagogical process, work-based learning too requires planning, monitoring and evaluating individual progress towards the intended outcomes. Mentors play this role to perfection.

Inspire and Throw New Challenges at Mentees: Mentors exude great command of the subject they deal with. Thus, they are not afraid of challenging their mentees who perform below the mark by playing a proactive role as a guide. They behave and act in the best interests of their mentees, thus commanding their respect.

Teach How to Learn in Practice: Out of their experience gained over the years of practice in the field, mentors can give useful anecdotes to their mentees which enable the latter to deal with various difficult situations in the workplace. Thus, they can contribute to confidence-building measures in their mentees.

In my opinion, its place in the organizational strategy is rightly vindicated!

Do share your thoughts on the same.

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  • Article provides some useful information about mentoring process and its importance at workplace. Unfortunately in third world countries, this is not well recognized and it is considered an expense rather than an investment. Therefore the need of the hour is to create more and more awareness about mentoring.

  • Work based learning can be improved by creating a work culture of education where those in leadership are both students and teachers and view each project as an opportunity to teach or learn. Having supervisors who lead by this example has been very helpful in my professional development.

    Volunteering as a mentor to science and social science students has been one of the most rewarding experiences of my life.

  • Muhammad Suhaib

    I am a firm believer in mentoring for successful work-based learning having implemented this myself at my last workplace. The article on this website provides succinct but very useful material on this topic. Given that in these hard times mentoring is an especially cost effective way of providing learning and development opportunities being a win-win learning strategy

  • Jacqueline M. Walters

    When mentors show and exercise their attributes of mentorship, as role modles, who is trustworthy, accountable, responsible and passionate communicates with purpose with their proteges through their entire mentoring journeys, their proteges are more likely to succeed. Mentors are expected to satifiy their deep felt need to develop, elevate, inspire, movitate and grow their proteges. The mentors protects and advertise their proteges’ achievements, while they challenge their proteges by arranging for choice assignments to showcase their proteges’ talents. When the proteges’ outgrow the mentoring relationships, or choose other mentors its best both parties part on amicable terms.

  • hrvoje borosak

    I am very glad to see the mentoring process as increasingly important learning tool in corporate environment. In our institution, the leading financial institution in SE Europe, mentoring or as we define it “Development activity” has been much more used in development process of employees in last few years compared to “Development seminars”. It offers numerous benefits and advantages compared to standard “classroom education”. It has a “real-life” approach, meaning it combines theoretical knowledge of employees with real experience in particular field (clear example in commercial banking would be negotiations with clients where a mentee is present and monitors how the mentor negotiates a deal with a client), it provides very close relationship between mentor and mentee meaning much more avilability to the mentee, it generates short-term or better, immediate results in practice and it is quite cheaper compared to seminars. The only “disadvantage” is that in such a learning process, mentee doesn’t meet people outside the company regularly and therefore is not able to exchange the knowledge and know-how within the industry whereas seminars offer networking which is quite a strong tool.