Gaining support for mentoring from line managers
Line managers sometimes resist supporting their direct reports’ mentoring. The main reasons for this are:
- They are concerned that mentoring will distract the direct report from their work
- They are concerned that that “they will be talking about me”.
- They don’t see the value of mentoring for the work team
- It may encourage the mentee to move on
Briefing line managers about the mentoring program is an essential part of program design. Briefings should emphasise the reasons for the program, the expected benefits for the organization, and for the team and the manager himself or herself. To counter their concerns, it’s also useful to point out that:
- Mentoring helps the mentee focus on priorities and tends to give them renewed energy for their work, because they can better see the connection between the work they do and the experience they need to gain. One of the most common outcomes of mentoring is that the mentee seeks opportunities for their manager to delegate new tasks to them – making life easier for the manager.
- Talking about key relationships at work is central to mentoring conversations. In the mentoring relationship, however, the emphasis is on how to build and manage relationships better. Mentees typically establish better relationships with their line managers than before.
- Mentoring helps the work team in many ways. One of the most common is importing new ideas and ways of thinking, which support team performance.
- People, who are looking to move on, will do so whatever their line manager wants. Mentoring increases the likelihood that the person will stay in the same organization. It also frequently helps the mentee recognise and embrace the learning they can still do in their current role. While mentoring may sometimes result in the mentee leaving, it is more likely to result in retaining them.
Giving line managers a chance to discuss these issues and to hear from colleagues, who have benefited from encouraging mentoring among their direct reports, is a lot more effective than simply sending out a memo, booklet or video.
© David Clutterbuck, 2014
Prof David Clutterbuck
Coaching and Mentoring International Ltd
Woodlands, Tollgate,
Maidenhead,
Berks, UK. SL6 4LJ
www.coachingandmentoringinternational.org
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