For the most part, professional associations exist to educate their members. Most are very good at promoting relationship building among members by providing regular access to training and networking at meetings and conferences. Programs allow members to learn skills that will keep them employed, grow personally and professionally, stay current with industry trends, prepare for upward mobility, or enhance their marketability in these changing times.

The most effective training produces the best results when people incorporate new learning into their work immediately. Less experienced people may have difficulty in the day-to-day application of what they’ve learned because they need support and guidance to develop new habits. For many people, professional development workshops produce new insights, folders or notebooks full of notes that are never referred to again, and minimal change.

At Odyssey Mentoring, our clients report that more structured professional mentoring programs between young professionals and more experienced practitioners improve productivity and allow for richer relationships and breakthrough results. Program participants report relationships that are mutually satisfying to both mentors and protégés.

Generally, opportunities to receive one on one mentoring through professional association membership are accessible on an informal basis. This works when a member has an immediate, short-term need for coaching, advice, or brainstorming.

By offering a structured mentoring program through your association, you can provide a valuable member benefit that continually enhances the effectiveness of the training you currently provide, develops members’ careers regardless of where they work, and establishes your organization as the leader.

The Original Mentor

Have you ever wondered where the word “mentor” comes from?

In Homer’s epic poem, The Iliad, Odysseus, the king of Ithaca, left home to join the Trojan War. He left his son, Telemachus, with his trusted friend Mentor. For 20 years Odysseus’ military campaign and protracted journey home kept him away from his son, beloved wife, and country. Then in The Odyssey, the king returns and finds his son a grown and mature man he can be proud to call his son and the next king. Mentor’s wise and careful tutelage made that possible.

Screeeeech!!! Stop the presses! Here’s the part of the story that rarely gets retold.

It turns out, writes Homer, that Mentor was not a very good guide at all. He was so deficient, that Pallas Athena, the goddess of wisdom, who loved Odysseus, his family and kingdom, was moved to intercede. She went to her father, Zeus, received permission to inhabit Mentor’s body, and guide Telemachus herself.

And THAT is why Homer’s Mentor has become synonymous with teaching, guiding, and coaching. What we learn from this parable is that mentoring does not come naturally, just because someone knows how to do something. We also learn that for a mentoring program to be successful buy-in from upper management (Zeus…it doesn’t get much higher) is essential.

A mentor is a person who serves as a role model for leadership, personal growth and professional development. An effective mentor works with his or her protégé to develop and nurture new ways of thinking and acting that lead to breakthrough performance.

Anyone who wants to can become a great mentor.

At Odyssey Mentoring, we lead our clients on a journey where mentors and protégés are partners. Each dedicated to giving and getting the most out of their mentoring program. Each committed to making it work and becoming the person they are meant to be. No divine intervention needed, just good solid program design and training to set a solid foundation.

We help mentoring partners develop the skills they need to nurture breakthrough thinking and productivity. These skills include understanding how people think, learning to ask reflective questions, becoming a keen observer of patterns, and learning to share your network.

“We make a living by what we get, we make a life by what we give.” – Winston Churchill