Abstract

Mentoring is a powerful personal development and effective empowerment tool which directs and help people progress in their careers and is becoming increasingly popular as its potential is realised. It is a partnership between two people (mentor and mentee) normally working in similar field or sharing similar experiences. It is a helpful relationship based upon mutual trust and respect.

     Effective mentoring assists management in organization to learn about their position and responsibilities in relation to the society and also enable them to acquire useful skills in order to participate actively in the society. Carrington Youth Fellowship Initiative (CYFI) launched in 2011 by United State Consulate General in Lagos says “mentoring is to support and encourage people to manage their ability in order that they may maximize potential, develop their skills, improve their performance in production and become the person they want to be.”

     Mentoring is more than just questions posed by individuals in organizations. It is a birth of interpersonal relationship and challenge, channelling an individual to a positive end. Bozeman and Feeney (2007) define mentoring as a process for the informal transmission of knowledge, social capital, and psychosocial support perceived by recipient as relevant to work, career or professional development. It details informal communication, usually face-to-face and during a sustained period of time between a person who is perceived to have greater relevant knowledge, wisdom and experience (mentor) and a person who is perceived to have less (the protégé). Daloz (1990) opines that mentoring focuses on developing the whole person and requires wisdom in its appropriation. Odiorne (1985) in American Management, view mentoring as an innovation.

     Caldwell and Carter (1993) see mentoring as a structured and trusting relationship that brings people together with caring at developing competence and character of the mentee. One of the advantages of mentoring in an organization is improved self-worth and result-driven in all ramifications of life. Grooming an individual is making a smart decision as the output is worthwhile. Mentoring can drive an employee to exploring certain abilities  and options they believe they are incapable of. Employees in organizations through effective mentoring contributes in decision making as well as provide better options to fostering organizations aims and objectives.

     Effective mentoring provides the mentee with an opportunity to think about career options and progress. It brings out the enthusiasm of workers and increase job performance.

     Individuals in the society whether young or old, tend to draw from the society visionary minded figures, placing their aspirations on great achievers, emulating their works, and success story in order for them to either be like or become the characters they have drawn. For instance, the workforce or work environment is a ground for growth and development. Decisions and character of emulation at that stage changes a workers perspective to job-satisfaction and themselves a pillar they can lean on, a catalyst that stimulates their actions – mentor. Taking a practical run with an experienced individual often triggers the willingness to achieve a task and also increase enthusiasm in facing challenges.

Mentoring is a powerful personal development and effective empowerment tool which directs and help people progress in their careers and is becoming increasingly popular as its potential is realised. It is a partnership between two people (mentor and mentee) normally working in similar field or sharing similar experiences. It is a helpful relationship based upon mutual trust and respect.

     Effective mentoring assists management in organization to learn about their position and responsibilities in relation to the society and also enable them to acquire useful skills in order to participate actively in the society. Carrington Youth Fellowship Initiative (CYFI) launched in 2011 by United State Consulate General in Lagos says “mentoring is to support and encourage people to manage their ability in order that they may maximize potential, develop their skills, improve their performance in production and become the person they want to be.”

     Mentoring is more than just questions posed by individuals in organizations. It is a birth of interpersonal relationship and challenge, channelling an individual to a positive end. Bozeman and Feeney (2007) define mentoring as a process for the informal transmission of knowledge, social capital, and psychosocial support perceived by recipient as relevant to work, career or professional development. It details informal communication, usually face-to-face and during a sustained period of time between a person who is perceived to have greater relevant knowledge, wisdom and experience (mentor) and a person who is perceived to have less (the protégé). Daloz (1990) opines that mentoring focuses on developing the whole person and requires wisdom in its appropriation. Odiorne (1985) in American Management, view mentoring as an innovation.

     Caldwell and Carter (1993) see mentoring as a structured and trusting relationship that brings people together with caring at developing competence and character of the mentee. One of the advantages of mentoring in an organization is improved self-worth and result-driven in all ramifications of life. Grooming an individual is making a smart decision as the output is worthwhile. Mentoring can drive an employee to exploring certain abilities  and options they believe they are incapable of. Employees in organizations through effective mentoring contributes in decision making as well as provide better options to fostering organizations aims and objectives.

     Effective mentoring provides the mentee with an opportunity to think about career options and progress. It brings out the enthusiasm of workers and increase job performance.

     Individuals in the society whether young or old, tend to draw from the society visionary minded figures, placing their aspirations on great achievers, emulating their works, and success story in order for them to either be like or become the characters they have drawn. For instance, the workforce or work environment is a ground for growth and development. Decisions and character of emulation at that stage changes a workers perspective to job-satisfaction and themselves a pillar they can lean on, a catalyst that stimulates their actions – mentor. Taking a practical run with an experienced individual often triggers the willingness to achieve a task and also increase enthusiasm in facing challenges.