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Mentoring and Learning and Development

 

 

 

 

 

There is a movement to create more dynamic learning and development environments in organizations today. Organizations need to be explore various ways to create this environment for the betterment of the employees and for the success of the organization. Continuous learning can take an average leader and provide them with the tools to become that much better. Mentoring and a continuous learning and development environment must be the corner stone of any leadership development program.

Learning is the acquisition of knowledge or skills through experience, study or by being taught. Development is the process of developing or being developed.

Continuous learning refers to the ability to continually develop and improve one’s skills and knowledge in order to perform effectively and adapt to changes in the workplace.

Continuous learning is part of the mentoring process.

“Mentoring is a relationship that at its core is about learning and the process towards it. It is, therefore, an educational approach to impart new knowledge, skills, attitudes and competencies.

Part of the uniqueness of this special relationship is that simultaneously the mentee takes responsibility for his (or her) own learning through encouragement, guidance and the example shown by the mentor. Through this motivation, learning takes place when both parties realise the need and interest that learning will satisfy, and when there is facilitation from the mentor (Knowles, Holton, & Swanson, 2005 Knowles, M. S., Holton, E. F.III, & Swanson, R. A. (2005). The adult learner. The definitive classic in adult education and human resource development. Burlington, MA: Elsevier. [Google Scholar]). According to Knowles et al. (2005 Knowles, M. S., Holton, E. F.III, & Swanson, R. A. (2005). The adult learner. The definitive classic in adult education and human resource development. Burlington, MA: Elsevier. [Google Scholar]), the goal of learning is about change and ‘… the acquisition of habits, knowledge, and attitudes’ (p. 11). The acquisition of new knowledge, skills and/or attitudes resulting from learning forms a ‘new’ person of greater maturity who is better equipped to deal with the challenges of his or her environment.”

When I look at the people that I am blessed to be spending time with in a mentoring relationship I see continued growth. The growth comes in two forms, personal and professional. That growth is two way as I continue to evolve as a person and as a mentor with each session that I have.

The impact that the “gift of mentoring” can have in an organization is phenomenal if organizations will embrace it. You may have a mentoring program in your organization today the question however is whether or not you are providing the nurturing for the growth of that program. Do you provide for continuous learning within the program itself for your mentors and mentees? Do you provide a means for the organization as a whole to be able to tap into the “gift of mentoring” and experience personal and professional growth?

Mentoring + continuous learning and development = success.

Are you ready to begin your journey?

References:

  1. http://bit.ly/2nJXQXV
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