The Importance of Having a Mentor

CAFNR students are back in the classroom, so it's time to get back into the world of blogging. We're excited to present Amy Jo Clark as the first author in our employer series.


In today’s professional world, new graduates are technically and tactically savvy, but they are often missing an important piece of the puzzle that previous working generations relied upon: the human connection. The reliance on technology, the ease of quick communication modes, and the trend of autonomous work styles have created the need for companies to implement organized mentoring programs to pinpoint rising leaders in their organizations and transfer crucial knowledge from one generation of workers to the next. By definition, a mentor is similar to a personal coach. Gaining a mentor can help a newbie understand how things function in her workspace, giving valuable insight on procedures and the idiosyncrasies that are applicable to that particular work environment. In addition to increasing employee retention and satisfaction, a mentoring relationship can catapult the one mentored into increased professional success. In fact, some human resource studies have shown that a mentored employee, on average, makes more money than her non-mentored counterparts.

According to the U.S. Bureau of Labor Statistics, 50 percent of federal employees and 70 percent of federal senior managers will be eligible to retire by 2010. Now more than ever, a seamless transfer of knowledge and corporate know-how are crucial for both businesses and individuals to thrive. Mentoring is key in cultivating leadership skills and transferring these types of critical competencies. Much like that amazing professor you remember from undergraduate school, a good mentor can be influential beyond just a work environment. Although a mentoring relationship is professional in nature, a truly good mentor is someone you will more than likely emulate on an ethical and personal level as well. Most often, it’s the employer/subordinate model that lends itself to a natural mentoring relationship. However, there are many other avenues one can take to obtain a mentor. While some companies offer built-in mentoring programs, others have sought out mentors through professional and trade entities, by networking at local and regional industry events, or through external training classes given by these types of organizations. Extending yourself beyond your daily work walls may prove to be the best way to get out and see what other people are doing in your industry, thereby increasing your chance to meet potential mentors. And expect to have more than one mentor during the course of your career, as they may vary as much as the work you’ll do.

For more information on setting up a mentoring program in your company, see http://www.ehow.com/how_2076455_set-up-company-mentoring-program.html

Amy Jo Clark brings communications consulting and management experience to her role as Communications Associate at ABG. For over 14 years, Amy Jo has been delivering communications solutions to clients in the pharmaceutical, financial, and information technology fields. She has been an Adjunct Professor of Communications at IUPUI in Indianapolis for four years and has developed curricula and learning deliverables in both university and corporate settings. Amy Jo holds a Bachelor of Arts degree in English Rhetoric and Composition from Georgia State University and a Master of Science in Communications from Southern Polytechnic State University.