When the Next Gen Forum launched in late 2022, our primary goals were to help future directors reach their potential by expanding their networks, offering industry insights, and building their skills. To maximise learning opportunities, we created a mentorship scheme connecting the next generation with well-established directors.
Mentorship facilitates the long-term development of individuals in both mentor and mentee roles. Experienced directors provide guidance, support, and advice, empowering mentees to overcome challenges and excel in their careers. Mentors can also gain new skills and perspectives from their mentees' insights.
The Difference Between Mentoring and Coaching
There is often confusion between mentoring and coaching, which, although both valuable for personal and professional development, differ in their objectives, focus, and methods. Coaching focuses on specific skills or behaviours and typically addresses short-term goals. In contrast, mentorship covers broader development aspects, decision-making, and long-term aspirations. Mentorship is generally less directive and more exploratory than coaching, which often involves setting specific goals and targets.
Value
The Next Gen Forum considers mentorship a key tool to its members' toolkits to support both personal development and career progression, as well as to future-proof the IoD network in Guernsey.
Key mentorship outcomes for mentees include learning to navigate decision-making processes, drawing from mentors' personal experiences, and gaining targeted advice on risk management and strategic challenges. Mentors benefit from staying attuned to the changing business landscape, gaining fresh insights from mentees' ideas, and fostering relationships with potential future board members.
Setting expectations
Our pilot study revealed contrasting experiences among participants; some had set objectives, while others took a more flexible approach. Both methods have merits and limitations, and the approach depends on a number of factors, such as rapport between mentor/mentee, expectations, and preferences. An overall takeaway was the importance of setting expectations at the start of the relationship.
Pre-set objectives streamline mentor-mentee matches and focus attention on goals. However, remaining open to other growth areas and maintaining flexibility is important. Alternatively, mentees with more general long-term goals can shape their objectives as the relationship progresses, aligning with evolving aspirations. This approach may take additional time to clarify goals and could risk ambiguity or unmet expectations.
Pilot and next stage
In our pilot programme, we successfully paired seven mentor-mentee relationships, provided preliminary training, and gained valuable insights. We extend our sincere gratitude to the mentors and mentees of this inaugural cohort, whose feedback has helped us refine and enhance the mentorship scheme for future participants.
As 27 October is National Mentoring Day, it seemed poignant to acknowledge this occasion by launching our 2025 Mentorship Scheme. Throughout November, we will accept mentee applications, and in December, we will finalise the mentor-mentee matching process, ready to kick off the program in the New Year. To welcome our 2025 cohort, the Next Gen Forum will organise a casual gathering for mentors and mentees to interact and build rapport. Additionally, we will extend an invitation to our pilot group members as a token of appreciation for their contributions and as an opportunity for them to share their experiences.
If you are interested in signing up for our 2025 mentorship scheme, please find applications on our website below. Applications will remain open until 29 November 2024.