January is recognised as Mentoring Month. What does this mean, and how do we practice and support mentors and mentees here at Moore East Midlands?
Mentoring plays an important role in individual development, offering guidance not only for career direction but also for personal growth. The purpose of having a mentor is to build a professional relationship with a more experienced colleague who can provide support and direction for your career.
To explore how mentoring works in practice, we spoke with John Harvey, one of our partners and mentors. With several years of mentoring experience, John shared his insights and reflections on the role.
John, what prompted you to become a mentor?
Moore has a well-established mentoring programme. I was approached and offered this opportunity, and I decided to accept it and see how it goes. I was was a mentee myself here at Moore, and it is important to share knowledge and pass on your experience, especially if it can help others to shape their career or inspire personal development.
In your opinion, what skills does a person need to have to be successful and highly respected mentor?
Firstly, I maintain an "open door" policy and try to be available to my mentees whenever it is possible. I do not hold formal meetings; it is usually very informal, sometimes over a cup of coffee. I listen to my mentee and sometimes just let them get things off their chest, which can also help. Secondly, it is important to understand that I am not shaping my mentee's career, and I cannot push them to do what I think is right. I can give my opinion and explain why certain things might or might not work, but I cannot judge a person for their decisions. I must support, advise, and help. That is how I see it.
Can you share a memorable success story from your mentoring journey?
Leanne has been one of my mentees for many years, we get along very well.
With a young family at home, Leanne wasn't sure whether she should take the additional responsibilities when a managerial position in the Audit department became available.
Leanne was a great fit for the role, I tried to encourage her to take the next step and apply for the position. Leanne got the job, and she is brilliant at it! I am incredibly pleased for her, and I would like to think that I played a small part in building her courage and confidence to take on the role.
Leanne herself reflects on the mentoring experience:
The mentoring system at Moore is a truly valuable tool for anyone advancing in their career. John was once in my job role, so he has an excellent understanding of any challenges that may arise. On a personal level, it’s incredibly reassuring to have someone you feel comfortable seeking advice from. I have always felt well-supported by my mentor throughout the stages of my career, which has significantly contributed to my progression to the position I hold today.
What challenges have you encountered as a mentor, and how did you overcome them?
When I started my mentoring journey, I worked with two mentees. With one of them, although we got along well, it felt like I wasn’t the right fit to help him progress in his career. Over time, I realised that having a good personality match is also important in mentoring.
Gradually we drifted apart, and my mentee found someone better suited to guide him through his career development. Sometimes, it’s essential to ensure you’re working with the right people from a human perspective. There are no hard feelings - on the contrary, I’m pleased to see he’s now progressing in the direction he wanted.
What advice do you usually provide to your mentees?
It really depends on the situation. There are times when we talk solely about things outside of work, just letting things off our chests. That can be helpful too. I am not strict with my approach; I let the conversation flow, and we discuss everything and anything that comes up.
How do you balance providing guidance with allowing your mentees to make their own decisions and learn from their experiences?
You must remember that it is their career you are discussing, not yours. You cannot say 'do this' or 'do that'; you must be understanding and listen. Sometimes, just by letting them talk, they come to their own decisions, and all you must do is support or guide them in the right direction. And I am not judgmental; if things have not worked out, then I keep encouraging them to persist and not give up.
How do you stay current and relevant in your mentoring practices?
I practice an informal mentoring approach. We are all different, and one piece of advice or approach will not fit all, so I assess the situation and proceed accordingly. It is rewarding to observe how my mentees progress from where they were when we started the mentoring journey to where they are today.