6 Key types of mentoring

Many organizations are unaware of their power to facilitate mentor and mentee growth through professional mentoring programs. Discover six formal mentoring types with unique benefits. Unlock tailored solutions with StellarUp!

One-to-one mentoring

The One-to-one mentoring type is a traditional form of mentoring that involves a mentor and a mentee meeting regularly to discuss the mentee’s career and personal goals, as well as to receive advice and support from the mentor. Benefits of one-to-one mentoring include a strong, personalised relationship between the mentor and mentee, and the opportunity for the mentee to receive tailored advice and guidance.

However, one-to-one mentoring can be time-consuming and requires a significant commitment from both the mentor and mentee. Employees who are looking for career advancement or guidance on specific personal or professional challenges would benefit most from this type of mentoring.

Peer mentoring

The Peer mentoring type involves pairing employees who are at similar stages in their careers or who have similar goals. The mentors and mentees meet regularly to provide support, advice, and feedback to one another. Peer mentoring is often less formal than one-to-one mentoring, and it can be a great way to build relationships and share knowledge among employees.

Ensure that the mentor-mentee pairings are well-suited, as not all employees will have the skills or temperament to be effective mentors or mentees. Industries such as tech often use peer mentoring, as employees look for support and guidance from others who have similar skills and experiences.

Group mentoring

The Group mentoring type involves a mentor leading a group of mentees in discussions and activities that promote professional and personal growth. The mentor provides advice, feedback, and support to the group as a whole, and the mentees have the opportunity to learn from one another.

Group mentoring is a good option for employees who are looking for a supportive community of peers, as well as for organisations that want to provide mentoring opportunities to a large number of employees. However, it can be more difficult for individual mentees to receive personalised attention in a group setting, and some mentees may feel less comfortable sharing personal or professional challenges in a group setting.

Industries such as healthcare often use group mentoring as employees seek support and guidance from a community of their peers regarding common experiences and methods.

Reverse mentoring

The Reverse mentoring type pairs an experienced mentor with a less experienced mentee but with a twist – the mentee teaches the mentor about a specific topic, such as technology or diversity and inclusion. A mentoring arrangement like this can be a great way to foster intergenerational relationships and provide a unique learning opportunity for both the mentor and mentee.

However, it can be challenging to find the right mentor-mentee pairing, and it’s important to ensure that the mentor is open to learning and has the right attitude to be a successful reverse mentor.

Reverse mentoring is often used in industries such as finance and education, where employees are looking to gain a deeper understanding of new technology and other industry trends.

Flash mentoring

The Flash mentoring type is a type of mentoring that involves a one-time, short-term mentoring relationship between a mentor and mentee. The mentor provides advice and guidance on a specific topic, and the mentee has the opportunity to receive quick, focused support.

Flash mentoring is a good option for employees who are looking for quick, focused advice, or for organisations that want to provide mentoring opportunities to a large number of employees in a short amount of time. However, flash mentoring may not provide the same level of support and relationship-building as other forms of mentoring, and it may be difficult for the mentee to receive follow-up support after the mentoring session has ended.

Flash mentoring is often used in industries such as creative arts, where employees are looking for quick feedback and advice on specific projects or challenges.

Virtual mentoring

The Virtual mentoring type involves mentor and mentee communicating and meeting online, either through video conferencing, email, or messaging apps – all of which are integrated into the StellarUp platform. This style of mentoring is a good option for employees who are not able to meet in person, or for organisations that have a geographically dispersed workforce.

However, virtual mentoring can be less personal and may lack the same level of face-to-face interaction as other forms of mentoring. It’s also important to ensure that both the mentor and mentee have access to the technology and internet connectivity necessary for effective virtual communication. Industries such as remote work or tech often use virtual mentoring, as employees seek support and guidance from mentors who may not be in the same location.

Choosing the right type of mentoring program depends on your goals, the needs of your employees, and the culture of your organisation. Each type of mentoring has its own unique benefits and drawbacks, so it’s important to consider your options carefully and choose the type of mentoring that will best meet your needs.

Contact StellarUp for a demo today, and see how our platform can help achieve the goals of your chosen mentoring program.

Things you didn’t know about professional mentoring

This blog lists 6 things you might not know about mentoring, but you should as professional mentoring is a proven tactic for developing staff and setting them up for future success. It teaches people how to deal with situations in their professional and personal lives, affording the opportunity for a prosperous future.

Mentoring isn’t new, however. The word is derived from ancient Greek times and was popularised in the workplace in the second half of the twentieth century. Since then, modern-day mentoring has evolved significantly.

There are many different types of professional mentoring, including one on one, groups and virtual mentoring. With these changes, there might be a few aspects that you don’t know about. Well, fear not, as we’re here to tell you about them.

Most CEOs had a professional mentor

80 percent of CEOs have stated they had a mentor at some stage during their career. With such a high number of high-level professionals working with mentors, it’s clear to see that good mentoring programmes help create the leaders of tomorrow.

Mentoring assists employees in having careers that are fast-tracked. They are primed for success with carefully crafted programmes that help them develop both personally and professionally. Mentees learn how to problem solve and deal with situations at a much faster rate when they have a mentor.

No mentor. No stay.

On the other side of the spectrum, 35 percent of employees that don’t receive a mentor plan, leave their job within 12 months. The value of an excellent professional mentoring programme shouldn’t be underestimated, especially for millennials.

With 63 percent of millennials stating their leadership skills aren’t being developed, businesses are missing an opportunity to nurture future talent. It means they risk losing out on staff with high competencies that can go on to lead their company in the future.

Professional mentoring isn’t aged based

When someone thinks of a mentor, they conjure up an idea of an older, wise person sharing their knowledge and experience. While experience is key to being a good mentor, modern-day mentoring isn’t necessarily based on age.

Google has mentors in their 20s, while other companies have valued experience over age. Each mentor is their own unique case – some will be older, while others will be younger than the stereotype often labelled to mentoring.

Reverse mentoring

Sticking with younger mentors, reverse mentoring is when younger members of staff teach older employees on topics like technology. With tech evolving at a rapid pace, it can be hard to keep up with changes.

Younger people tend to be more up to date with changing technology, and many companies use their knowledge to teach older execs. The benefit is two-fold: execs stay on top of latest trends, while younger employees feel empowered as they get to teach from a young age.

Fortune 500

71 percent of Fortune 500 companies have mentoring programmes. The reason? Because investing in leadership capabilities bears fruits in performance. Those with mentors are more productive and gain the confidence to implement their ideas and grow into leadership roles.

The top companies want to retain staff and have the brightest talent. They realise that the only way to do that is by investing in their employees. Mentoring is a bona fide way to show staff their worth and set them on the right track to success.

Getting ahead of the curve

Mentees get promoted five times more often than those without a mentor, while retention rates are higher for companies with mentoring programmes (22 percent). It really is all about the value placed on staff and a company’s future.

With StellarUp’s holistic approach to mentoring, organisations can create bespoke programmes that go all the way from “hire to retire”. There are also track templates to help you get started and prepare yourself for the future.