Post-Traumatic Stress Disorder (PTSD) impacts about 8 people out of 100 at some time point in their life. About 8 million people will have PTSD in a given year. Many do not reach out for help or are not able to get help.

(https://www.psycom.net/post-traumatic-stress-disorder/)

The Practice of Mentoring (effective mentoring) focuses on professional development (career-related) and psychosocial outcomes. Psychosocial mentoring includes interpersonal support, friendship, emotional support, satisfaction and personal development. The Practice of Mentoring includes the referral to professionals in the area of psychology, psychiatry, counseling and various forms of coaching based on the needs of the mentee. The mentor always maintains a relationship with the mentee.

The Department of Veteran Affairs (USA) introduced mentoring (2008) as a potential solution to providing tools to PTSD Program Directors in delivering the administration and clinical practices of care to veterans with stress related mental disorders to improve the overall quality of care to veterans. The program which provides mentorship to care providers has been deemed a success and is continuing to grow as part of continuous improvement initiatives. (https://pdfs.semanticscholar.org/b122/ad5b52b171b36e883facb65511ef80acc9e6.pdf)

This is a great example of thinking outside the box when it comes to the business value for mentoring. It demonstrates a deeper and richer appreciation for not only the professional growth perspective of effective mentoring but the psychosocial aspect.

In a lot of corporate workplace mentoring programs the focus is purely on the professional (career) development and not on the personal development (psychosocial).

As an extraordinary mentor practicing effective mentoring I must always be listening and hearing what my mentee is saying. I need to recognize when it is time to seek professional help for my mentee and to always own the relationship that I have developed with my mentee. Listening, hearing and being supportive are keys to psychosocial support in this type of mentoring relationship or any mentoring relationship.

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Doug Lawrence is the founder of TalentC®.

Doug shows organizations how mentoring will encourage workforce culture to flow in harmony (mentors), improve productivity from employees (mentees), reducing costly employee onboarding improving the bottom line (organizations).

Doug is an International Certified Mentor Practitioner (ICMP), an International Certified Mentor Facilitator (ICMF), and has obtained his Certificate of Achievement – Mentoring and his Certificate of Competence – Mentor from the International Mentoring Community (IMC).

Doug is an international speaker and author about all facets of Mentoring. He published “The Gift of Mentoring” in 2014 with his second book set to publish in 2020.

Doug works with organizations to establish mentoring programs, influence mentoring as a culture, and provides one-on-one direct mentoring for individuals of all backgrounds and levels globally.

To contact Doug: https://calendly.com/doug-lawrence