Teaching and mentoring are two different things. Mentoring focuses on skill and career development and a proper mentoring system at workplaces can help employees build their current skills set and polish them to become better in what they do. Mentoring is also an important tool to help the employees in crystallising their career goals. DRDO Recruitment department also works to achieve such type of goal by performing employee counselling task. Every organization have a team of mentors who motivated the employee to achieve goals successfully.  The millennials are often in a dilemma when it comes to having the right career goals, as a result there is restlessness as well as lack of motivation, which can be dangerous for the individual as well as the organisation. Thus, effective goal setting is also an important part of mentoring these days. The mentors have to follow a structured approach to help the mentees in building career goals. Career Goal always lead one person from base to top, so one should have a proper career guidance before proceeding in any career line. Here are some of the main steps in this direction:

1.  Career/strength reflection test: A career reflection test is a great option to begin with. Several tests are available online that can be used to help an employee discover more about himself. An alternative to this is a detailed conversation regarding the employee’s strengths, likes, passion etc. The mentoring process also allows the employee to share his past success stories and through them a mentor can find a link to take the mentoring further.

2.  Short and long-term goal setting: For people who are not clear on their career goals, a complete goal setting process can bring in some light. Goals can be short term and long-term but then for employees who are not clear about their career goals, a short-term goal can definitely help. Mentoring can be done in two ways here, one is a powerful questioning format which helps an employee think in depth. This process can bring out some clarity and it is indeed linked to their strengths and possibilities. Another option is to provide goal/career options. With options laid out in front, some clarity can be revealed for the employee.

Mentoring is not just for people who have challenges,  but is also for people who would like to discover their potential. At a workplace, a mentor is capable of providing right guidance to the less experienced employees and help the experienced ones to achieve more.

3.  Strategies & action points: Once the goal is set the mentor helps the employee discover the strategies and action points. This brings in clarity on the ‘How’ part of the story. A very strong tracking mechanism with timelines can be set. A mentor plays a huge role in documenting progress, discussing the setbacks and keeping the employee on track!

4.  Shift from dependency to independence: One of the most crucial roles that a mentor plays is to help the mentee move from dependency to independence. The mentor played a role in bringing in some clarity and once the employee is on track the real test begins. The best part about the human mind is, with some clarity and progress it is now able to think better and beyond. This is where the mentoring moves into a ‘zero advising state’ to only breeding clarity in vison and implementation through powerful questions and interventions. This is the time when the employee is able to think better, make powerful decisions and bring in total clarity in their goals and vision. The powerful process is very rewarding for the ‘giver’ and the ‘receiver’. Once the mentee reaches this stage the goal of career building is achieved.

Regards: Government Jobs in India