Mentoring Vs Managing: Does It Have To Be One Or The Other?

Mentoring Vs Managing: Does It Have To Be One Or The Other?

Some of you may ask, is there a difference between mentoring and managing? Well, I heard on a MSNBC news report a little while back saying that 85% of Gen Y interns expect to be mentored through their internship experience. And, more than that, they expect that mentorship to be meaningful, engaging, and beneficial to their future careers. The same report also indicated what Gen Y's don't expect is to be managed. Mentored, not managed. To those of us who work with Gen Y's daily, this distinction is no surprise. The surprise is there is now a real conversation taking place about these two very different approaches. So, what is the difference between mentoring and managing? According to Webster's Dictionary, to manage is "to handle or direct with a degree of skill; to make and keep compliant; to exercise executive, administrative, and supervisory direction." Adversely, to mentor is defined as "to serve as a trusted counselor or guide; to provide expertise to less experienced individuals; to build a relationship based upon communication." From the definitions, it seems apparent that these two supervisory methodologies are polar opposites, mutually exclusive. But do they have to be? Is today's "manager" in place to keep the staff compliant, on task, and focused on the bottom line? Is it possible for a manager to also be a mentor? Yes, it is not only possible, but for the success of most businesses today, especially those hiring in Gen Y's, it is imperative leadership blend both supervisory strategies into their methodology.

It's Not Mentoring vs Managing, It's Mentoring AND Managing

How does one blend managing and mentoring? By implementing these ABC's:

A = Assess Proactively

Mentors plan strategically based upon an intern's (or employee's) capabilities, strengths, and areas of growth. Being proactive reduces the standard reactive management technique of many managers.

B = Build A "Developmental" Relationship

Dr. David Thomas of Harvard Business School coined this phrase bases it upon the experiences the intern has as he/she is engages in work. A developmental relationship relies on communication and engagement, and it thrives in a culture where experiential questioning is encouraged.

C = Collaborate And Listen

Vanilla Ice had the beat and this concept down. Mentoring must be a mixture of collaborative conversation and active listening, for the mentor and mentee alike. Working together the manager and intern should work together to create a clear plan of action for the internship experience. Incorporating these ABC's into a management strategy, will create a more meaningful experience for the intern and bring a greater sense of satisfaction and success to the mentor.

Related Posts:

5 Goals To Reach Before Opening Your Own BusinessPut Your Talents To Work For Yourself: How To Finance Your Own BusinessHad It With Corporate America? Start Your Own Business And Save Your CareerPhoto Credit: Shutterstock
Get Some Leverage
Sign up for The Work It Daily Newsletter
Man thinks about becoming self-employed

Look, I'm just going to say it. Not everybody should work for themselves. Right now, there's this huge craze about working independently, being self-employed, being your own boss. So much of this came out of the pandemic because people realized they wanted to have control over their careers and not be at the mercy of their employers' needs. But if you're looking to take control of your career, becoming self-employed is not always the best solution.

Still, there are many benefits to being self-employed. Let's take a look at those benefits before I dive into how you can take control of your career without having to quit your job and take on self-employment.

Read moreShow less
Executive sits down with her employees during a team meeting
Image from Bigstock

Every hiring manager looks for different skills in the job candidates they're hoping to hire. Not only are job candidates being evaluated on the hard skills they possess; they're also being evaluated on their soft skills—the skills that don't belong on a resume but can be identified during a job interview. It's these soft skills that separate the good employees from the great ones. Executives, managers, and other leaders within an organization keep this in mind when interviewing job candidates and reviewing the performance of current employees.

Read moreShow less