EXPORT MENTORSHIP

I am in dear need of a mentor on export trading, I am a Novice on this field but am a lover of Exporting trade even while in school. Please I NEED a MENTOR to Hold me by the hands and lead me through this journey... Thanks

I really think mentor ship in this business is very important. In this area you have been doing very well and always at home to clear grey areas.
However you can do better by mentoring one through the first 2 to 3 exports and also encourage successful mentees to become mentors themselves.

Hello eristonsho

A mentor is a person who knows ropes or the ins and outs in a chosen field. He/she can help you to think outside the box and guide you not to replicate his/her own past mistakes. Mentoring is a fantastic idea if it is done properly and the mentor is sincere on their level of knowledge but knows he has network of proven people to call on when is stuck or not in his area of expertise.

In Nigeria every dick and harry wants to be a mentor or an expert even those who started business yesterday. Few word for the guy with a bad mentor - although a nasty experience for you but do not let this experience kill your exporting dreams please as there are too many Mr & Mrs if but, out there.

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What is mentoring?

"Mentoring is to support and encourage people to manage their own learning in order that they may maximise their potential, develop their skills, improve their performance and become the person they want to be." Eric Parsloe, The Oxford School of Coaching & Mentoring

Mentoring is a powerful personal development and empowerment tool. It is an effective way of helping people to progress in their careers and is becoming increasing popular as its potential is realised. It is a partnership between two people (mentor and mentee) normally working in a similar field or sharing similar experiences. It is a helpful relationship based upon mutual trust and respect.

A mentor is a guide who can help the mentee to find the right direction and who can help them to develop solutions to career issues. Mentors rely upon having had similar experiences to gain an empathy with the mentee and an understanding of their issues. Mentoring provides the mentee with an opportunity to think about career options and progress.

A mentor should help the mentee to believe in herself and boost her confidence. A mentor should ask questions and challenge, while providing guidance and encouragement. Mentoring allows the mentee to explore new ideas in confidence. It is a chance to look more closely at yourself, your issues, opportunities and what you want in life. Mentoring is about becoming more self aware, taking responsibility for your life and directing your life in the direction you decide, rather than leaving it to chance.

And what is mentoring process?

Beginning the Relationship

At the beginning of their mentoring relationship, mentors and mentees should discuss how they want to structure their partnership. The following outline, which is tied to the first two of the Evolution of the Mentoring Relationship phases covered in the prior section, can help partners plan their future work together.

1.First Meeting: Building Rapport
2.Step 2 - Discuss Your Overall Mentoring Goals:
3.Step 3 - Create a Mentoring Partnership Agreement:
4.Phase 4: Closure of the mentoring relationship

So our dear moderator where do we start from all these 4 steps process?

Thanks and grateful all!
I am ,
Timothy Shorunke, ACA
Abeokuta.


This is a summary of the information covered in greater depth when we examine the process from the individual viewpoint of the mentor and the mentee in their specific training.

What are the benefits of mentoring?
Mentoring benefits the organization, mentors and mentorees. A successful mentoring program benefits your organization by:
Enhancing strategic business initiatives
Encouraging retention
Reducing turnover costs
Improving productivity
Breaking down the "silo" mentality that hinders cooperation among company departments or divisions.
Elevating knowledge transfer from just getting information and to retaining the practical experience and wisdom gained from long-term employees.
Enhancing professional development.
Linking employees with valuable knowledge and information to other employees in need of such information
Using your own employees, instead of outside consultants, as internal experts for professional development
Supporting the creation of a multicultural workforce by creating relationships among diverse employees and allowing equal access to mentoring.
Creating a mentoring culture, which continuously promotes individual employee growth and development.

Mentors enjoy many benefits, including:
Gains insights from the mentoree’s background and history that can be used in the mentor’s professional and personal development.
Gains satisfaction in sharing expertise with others.
Re-energizes the mentor’s career.
Gains an ally in promoting the organization’s well-being.
Learns more about other areas within the organization.

Mentorees enjoy many benefits, including:
Gains from the mentor’s expertise
Receives critical feedback in key areas, such as communications, interpersonal relationships, technical abilities, change management and leadership skills
Develops a sharper focus on what is needed to grow professionally within the organization
Learns specific skills and knowledge that are relevant to personal goals
Networks with a more influential employee
Gains knowledge about the organization’s culture and unspoken rules that can be critical for success; as a result, adapts more quickly to the organization’s culture
Has a friendly ear with which to share frustrations as well as successes.

So dear moderator where and how do we kick-start the mentoring process in earnest between the mentor and the mentee?
Kind regards,
from Timothy

How can we create a pilot mentoring program?

The Mentoring Program Manager forms a task force of 6-8 people. Members of the task force should represent a cross-section of the organization, including potential mentors and mentorees, supervisory personnel and any stakeholders who can bring value to the process. For example, a representative from Human Resources might help tie department goals with the goals of the mentoring program.



The task force:



Determines the goals of the program

Chooses the proper mentoring model

Selects criteria for mentors and mentorees

Defines other critical components of the program

Interviews potential candidates

Matches participants

Evaluates results at the end of the pilot program

So dear alll how do we kick satrt the mentoring programme?
-Timothy