We all more or less need someone to support us, not only at the beginning of our professional life but also throughout it.

Personally, through an informal mentoring – which gradually developed into a strong friendship – I was feeling that I had a back-up, a guide. We all more or less need someone to support us, not only at the beginning of our professional life but also throughout it. Mentoring creates an environment of trust, giving mentees the opportunity to speak openly about their needs, to try themselves on new stuff – even if they make mistakes – but also to learn from the experiences and advice of mentors. A two-way relationship is built in which, through mutual support and understanding, the mentee acquires the resources to develop personally and professionally. There are various forms of mentoring. The important thing is that they all have in common the development and support of the mentees.

Let’s look at some of its basic principles:

• Mentoring requires a relationship of trust based on mutual respect. Commitment to a mentoring cycle is a two-way street and so, each side must respect the other side’s time and contribution. Mentors are committed to providing time and counseling procedures, while mentees are committed to being consistent in these procedures. After all, the main goal is personal development through cooperation.

1. The purpose of a mentoring cycle is mutually determined by mentors and mentees with clearly defined goals/outcomes. The topic of the mentoring cycle is initially raised by the mentees, based on their needs and the area in which they require support, they are the ones who ask the questions. The ultimate goal of the counseling process, however, is discussed and defined in the early stages of the cycle by mentee and mentor alike.
2. There is a specific time range to achieve certain goals. Potentially, a mentoring relationship can last a lifetime. After all, as mentioned earlier, counseling is something we need throughout our career, it is a changing process as it aims at our continuous development. However, in the context of an institutionally created mentoring program, there is a specific time frame for achieving the set goals. Establishing a specific schedule helps to presently strengthen the mentees in managing specific-current situations that concern them.
3. The mentoring relationship is designed for specific mentees’ development goals and not for their evaluation. It is very important that mentees do not think that they are going through an evaluation process. Instead, they should feel free to discuss what concerns them with courage and sincerity. It is also crucial that they are in the mood for self-improvement and change. Mentors, on the other hand, need to be approachable, with an understanding and an appetite for guidance, not oversight or criticism.

Who needs mentoring and why?

We all need mentoring, either while facing small issues or bigger deadlocks and obstacles. It is practically impossible to know every aspect before making an important decision about our career, even for practical matters, such as sending a letter of interest. In summary, the areas in which mentoring can help include:

• Instructions for writing a resume
• Assistance in writing cover letter
• Guidance in selecting postgraduate program or seminars
• Instructions for approaching a new professional home or partnership
• Information on funding and instructions for completing their application procedure
• Information for various career paths and guidance when choosing your next career step
• Instructions for presenting a project
• Advice and tips for writing scientific articles or reports
• Support and advice in situations of professional stress due to poor cooperation, or other reason

The question is not only who can be your mentor but also who can you mentor ? 

Mentoring is a process that relies heavily on the knowledge and willingness of mentors to devote time and energy to a person seeking their help. So the question that arises is, what are the skills that characterize a good mentor? Let’s look at some key features.

Mentors must:

• “listen” to mentees’ concerns and take into account their perspective
• have knowledge of the matters in question or are willing to learn about them so that they can provide assistance
• be available for the required time period, based on the objectives set, but also for any needs that may arise 
• be communicative, with understanding and patience
• be discreet, respecting the experiences and decisions they are called upon to support
• recognize and appreciate mentees’ efforts
• respect the different talents and interests of mentees and to base their judgment on them

The above are not rules but remarks that mentors acquire through experience in mentoring circles and the unique interaction with each mentee. A key requirement, however, is that mentors already have experience in the topics they are called upon to discuss and have already overcome the challenges that mentees face. This, in turn, raises another issue that we need to think about and take into account: what do mentors gain from a mentoring relationship? In other words, why become a mentor?

Indicatively, through mentoring:

• you develop your own leadership skills. You learn to work with people you do not relate to in any other personal or professional way, providing them with guidance, support and help in opening up new perspectives – that is, the principles of every good leader.
• you better understand your own working field. Mentors are often asked to be informed about actions, news and achievements in their field during the counseling process. Thus, they are constantly enriching their own knowledge about it.
• you get a different perspective and new ideas. You come in contact with people outside your circle, through whom you have the opportunity to see things from a different and unfamiliar point of view. A new perspective can lead to a fresh idea and this in turn to something previously unexplored.
• you can change someone else’s life. If there was already someone who said or did something that changed the course of your life, then you certainly understand how important it is to do the same to another person.
• you strengthen the lessons you have already learnt. You may have had to learn some things about your work in a difficult or even hard way. By sharing your experience, you revive the points that empowered you, like taking another journey of self-knowledge.

And finally, you can become the mentor you needed to have next to you. 

The mentoring program of Greek Women in STEM

The mentoring program is in every way an important opportunity to enhance skills, knowledge and networking, which either has a direct impact or future benefits for both mentees and mentors. As Greek Women in STEM, we want to help as much as we can those in need of guidance, support the science and its community and give the opportunity to those who want to contribute their time and knowledge by participating as mentors in the mentoring program that we offer, without any other commitment to our initiative. For these reasons, our program is open to everyone, regardless of gender. More information about the program can be found here, along with the participation form. Do not hesitate to contact us should you need any clarification.

Did you know that?

The term mentor dates back to Greek mythology. More specifically, it comes from Mentor, a person in Homer’s Odyssey, to whom Odysseus entrusted the guidance of his son Telemachus, when he left for the Trojan War. The Goddess Athena used to take the form of Mentor to advise and guide both Telemachus and Odysseus himself. So, the term now appoints the person who guides and advises another person.

Quotes

• Alone you will go fast, but together we will go further
• We rise by lifting others
• Be the mentor you wish you had

Sources

Science needs mentors, Nature (editorial)

Introduction to Mentoring: A Guide for Mentors and Mentees, American Psychological Association

Career Benefits Associated With Mentoring for Proteges: A Meta-Analysis, Journal of Applied Psychology

Informal Mentoring as an Organisational Resource, Long Range Planning