As professionals progress in their careers, mentorship plays a critical role in shaping their development. A mentor not only provides guidance and shares knowledge but also helps mentees overcome challenges and make decisions that align with their true aspirations. Two powerful approaches mentors can adopt are mentoring for performance and mentoring for development. Understanding when and how to apply each approach can help tailor mentorship to meet the current needs of the mentee.
Mentoring for performance
Mentoring for performance is aimed at enhancing a mentee’s ability to excel in their current tasks or roles. The mentor acts as a guide, offering practical advice and feedback to help the mentee meet specific goals or overcome obstacles.
Key Elements:
- Short-term, task-focused: Performance mentoring is often about resolving an immediate problem or refining a specific skill.
- Structured guidance: The mentor might offer direct advice or recommend resources to improve a mentee’s capabilities.
- Measurable outcomes: Success is easy to define—whether it’s improving sales numbers, learning a new skill, or executing a project more effectively.
Example:
Stacey, a sales associate, is struggling to meet her quarterly targets and seeks input from her mentor, Lisa, for help. Lisa provides her with practical advice, such as refining her sales pitch and prioritising key clients. She also recommends resources to improve her negotiation skills. Together, they set specific, short-term goals to boost Stacey’s sales performance. Over the next month, with Lisa’s feedback and guidance, Stacey successfully increases her sales numbers and gains more confidence in her role.
How to Apply Performance Mentoring:
- Identify specific gaps: Pinpoint areas where the mentee is struggling or needs to improve.
- Set clear goals: Work with the mentee to establish concrete objectives.
- Provide targeted feedback: Offer actionable insights based on your own experiences or industry best practices.
- Monitor progress: Check in regularly to ensure improvements are being made and offer course corrections if necessary.
While mentoring for performance may be needed to address immediate concerns, mentors must also be mindful of their mentees’ long-term growth—this is where mentoring for development comes into play.
mENTORING for Development
Mentoring for development focuses on the long-term growth and holistic development of the mentee, extending beyond their current role or immediate tasks. This approach is less about addressing specific, short-term issues and more about uncovering patterns, fostering self-awareness, and facilitating insights that guide the mentee toward greater self-actualisation and fulfilment.
Key Elements:
- Connection with Purpose and Long-Term Vision: The mentor helps the mentee gain clarity about their long-term goals and the reasons behind them. By aligning decisions with this vision, the mentor supports the mentee in making purposeful choices that move them closer to their desired future.
- Exploration and Self-Discovery: Rather than offering solutions, the mentor asks open-ended questions that encourage the mentee to think critically, recognise patterns, and gain deeper self-awareness—often uncovering aspects of themselves they were previously unaware of.
- Addressing Self-Limiting Beliefs and Behaviors: Through insightful questioning, the mentor can help the mentee identify beliefs and behaviours that may be holding them back. By bringing these limiting patterns to light, the mentor can guide the mentee in exploring ways to reframe or release them, enabling personal growth and forward momentum.
- Growth Mindset: The mentor fosters a growth mindset by helping the mentee realise their potential and develop confidence in their ability to learn, adapt, and achieve their goals over time.
Example:
Here’s a shorter version of the example:
Sophie, a mid-career professional, feels unfulfilled in her current job and seeks guidance from her mentor, Sarah. Instead of focusing on immediate tasks, Sarah helps Sophie explore her long-term goals by asking reflective questions about her passions and aspirations. Through their discussions, Sophie realises she wants to transition into a leadership role in the non-profit sector, aligning her career with her desire to make a social impact. Sarah encourages Sophie to recognise and overcome the self-limiting belief that she’s not ready for such a shift, helping her gain confidence in pursuing this new direction.
How to apply development mentoring
- Focus on the bigger picture: Encourage the mentee to zoom out and think about their long-term aspirations and what kind of professional they want to become.
- Ask reflective questions: Instead of giving direct answers, ask questions that prompt deeper thought, like “What skills do you need to build to achieve your long-term goals?” or “What leadership qualities do you admire?”
- Encourage self-growth: Recommend activities, reading, or experiences that can foster self-awareness and growth, such as taking on stretch assignments or pursuing professional development courses.
- Provide emotional support: Development mentorship often involves encouraging the mentee through transitions and helping them build confidence.
Balancing Both Approaches in Mentorship
An effective mentor knows when to shift between performance mentoring and development mentoring depending on the mentee’s needs at a particular moment. Here are some tips for balancing both:
- Assess the situation: Is the mentee facing an immediate challenge (performance issue), or are they navigating broader career questions (development focus)?
- Tailor your approach: Sometimes, a mentee needs hands-on guidance, while other times, they benefit more from self-reflection and strategic thinking.
- Combine short-term wins with long-term growth: Even when helping a mentee improve their performance in a specific area, find ways to connect those improvements to their broader career aspirations.
In SUMMARY
Mentorship is most impactful when it’s dynamic and flexible, adapting to the mentee’s evolving needs. By blending mentoring for performance and mentoring for development, mentors can support not only the immediate challenges their mentees face but also their long-term professional and personal growth. The ability to navigate between these two mentorship (and coaching) styles is what sets apart great mentors from good ones, as it empowers mentees to excel today and set themselves up for the future.
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