The six essential ingredients needed to make virtual mentoring a success

One of the challenges for business owners with employees working remotely is how they can enable and support them to learn and develop from more experienced leaders and, at the same time, ensure their wellbeing, connection and engagement.

Pre-pandemic, this kind of mentoring was often provided informally, even unconsciously, as people worked alongside one another, met over coffee or shared a quick insight with a colleague. For others, it was a formal program of face-to-face mentoring sessions with dedicated time and structures for key people to share knowledge, manage challenges, and learn from experienced leaders.

Effective mentoring helps people to reset, clarify goals, test decisions and develop strategies with a trusted, experienced sounding board.

Clearly, face-to-face support has been all but impossible during lockdowns and many people will continue to work remotely into the future.

However, that doesn’t mean business owners can no longer provide support for their people, and continue to develop them.

In a world of lockdowns and general uncertainty, many business owners have found virtual mentoring can equally provide that support for employees — no matter where they are located or which days they are coming into the office.

And many have been surprised to realise that it can actually offer a number of advantages over face-to-face, including a wider pool of mentors — without the restrictions of geography — and easier scheduling of meetings, with less time out of the diary.

So, while virtual mentoring has long been a reality for businesses in regional areas, many business owners in our biggest cities are now relying on it.

The keys to success come down to a few essential ingredients, irrespective of the format:

1. The right match

   This is arguably the most critical element for the strongest outcome, and virtual mentoring can broaden the pool of options without the restrictions of geography.

2. Setting purpose, expectations and goals

   These need to be agreed with all parties from the start. This creates some structure but, more importantly, pushes mentees to think about expectations and where they want to get to in six or 12 months’ time.

   Research has shown that when we articulate and share our goals with someone who keeps us accountable, we have a much higher chance of achieving them.

3. Trust and confidentiality

   Building trust and rapport allows for open and meaningful discussions — in the questions asked, stories shared, support provided and feedback given. With deliberate focus, one-on-one connection, and a new level of comfort online, being remote is not a barrier.

4. Investment and commitment

   Success requires leaning in, being accountable, doing the homework and embracing the experience.

5. Mentee responsibility

   The mentee needs to drive the relationship, apply what they learn, and take ownership of their growth and development.

6. Regular engagement

   Virtual mentoring can create more time in the diary for regular discussions.

With these in place, many business owners are reporting that virtual mentoring is a valuable and strategic way to develop, support and connect their people.