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Gains from Mentoring Tangibles and Intangibles

Written by: Michael Donovan

Article Overview: So you don't think mentoring has real bankable benefits - read these and weep.

Gains from Mentoring Tangibles and Intangibles

Gains from Mentoring – Tangibles and Intangibles
[#4 in a series of 9 articles]

Series compiled by leading business-mentor, Michael Donovan –iMentor-pro

In 2001, Manchester Partners in the USA undertook an extensive study into the tangible and intangible benefits from professionally held interventions. Here are some highlights of the results. Wouldn’t you like to have even a fraction of these improvements in your business.
Well you can!


Tangible Improvements

Reduced Turnover 12%
Top Line Revenue 14%
Bottom Line Profitability 22%
Cost Reductions 23%
Own Retention 32%
Reduced Complaints 34%
Customer Service 39%
Quality 48%
Organisational Strength 48%
Productivity 53%

Intangible Gains

Other Intangibles 31%
Improved Relationship : Clients 37%
Increased Organisational Commitment 44%
Reduced Conflict 52%
Improved Job Satisfaction 61%
Improved Relationships : Peers 63%
Improved Teamwork 67%
Improved Relationships : Stakeholders 71%
Improved Relationships : Reports 77%


Positive Keys to Success

Superior's Support 43%
Participant’s Commitment 51%
Quality of Assessment 57%
Quality of Feedback 62%
Participant Relationship 87%
Participant's Availability 44%
Organisational Support 25%
Communication Issues 25%
Participant's Commitment 13%

Negative Effects toward failure

Participants Commitment 13%
Communication Issues 25%
Lack of Organisational Support 25%
Participants Availability 44%


Some Don’ts

- Don’t give advice that you are unqualified to give
- Don’t bull-shit
- Don’t tell self-aggrandising stories
- Don’t waste time will irrelevancies
- Don’t resume, seek reality
- Don’t over promise
- Don’t mislead
- Don’t play politics
- Don’t play favourites
- Don’t not be available when needed
- Don’t accept the mentor role unless you intend to fully engage
- Don’t become a proxy for the mentee in their job
- Don’t create dependence
- Don’t break confidence
- Don’t let your mentees down

and Do’s

- Do be truthful
- Do be direct
- Do be honest
- Do use robust dialogue
- Do clarify, over and again
- Do push-the-envelope
- Do realise your own limitations
- Do ask for help if it does pear-shaped
- Do take a break if the load tires you
- Do read up on the subject
- Do question your own motives often
- Do have your mentees best interests in mind
- Do promote mentoring across the firm
- Do say ‘No’ to a potential mentee if the chemistry is not right
- Do be a good champion and advocate
- Don’t outstay your welcome as a mentor
- Do apologise if your stuff up
- Do exchange your mentoring experience with other mentors to improve the level of experience as a mentor in your firm



© 2001 extracted from McGovern, Lindemann, Vergara, Murphy, Barker, Warrenfeltz


The content of ideas, concepts and experiences that make up this series of nine articles have been contributed from a number of sources and authors. Assembly by leading business-mentor, Michael Donovan, Managing Director, iMentor-pro 1300 720 190

Related Articles
  What's Next - Selling The Intangibles
  Mentoring - It’s All Greek to Me!
  Mentoring – Winning Opportunities for Everyone
  Difference Between Mentoring and Coaching
  Who SHOULD be mentored?

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