Technical article

Mentoring: A Key Priority at KBC

The term “mentoring” has its origins in Greek mythology. Odysseus asked his friend Mentor to look after his son during his absence and prepare him for his future role as king.[1]

Mentoring refers to the process by which an experienced individual, the mentor, shares their professional knowledge and experience with a less experienced individual, the mentee. In a business context, it is often managers who help new professionals navigate the challenges they will face.[2]

Mentoring should always be personal, tailored to the individual, and focused on success.

Personal in the sense that the mentor and the mentee are always in direct communication with one another.
Personalized, with the mentee at the center of the process when it comes to their questions and concerns.
Results-oriented, ensuring that mentoring contributes to the mentee’s personal development and leads to the company’s success.[3]

Distinguishing Between Mentoring and Coaching

Unlike coaching, in which the coach is trained as a process consultant and employs a variety of methods, the mentor provides guidance primarily based on their own experiences. In mentoring, the focus is generally limited to issues related to the mentee’s professional development within the organization, whereas coaching addresses the client’s concerns, including those in their personal life.[4]

Mentoring at KBC

At KBC, while no one needs to be groomed for the role of future king, employee development is a top priority, and mentoring is a key component of that.

Every KBC employee is assigned a mentor from the very beginning. The mentor’s role is to provide ongoing support to their mentee throughout their career. The mentor is always an experienced colleague who shares their knowledge and experience and offers the mentee advice and practical support. The focus is on the mentee’s professional development. Especially during the onboarding phase, general questions often arise, and the mentor is always available to listen.

The mentor introduces the mentee to the company’s procedures and processes. The mentor serves as a liaison to senior management and acts as a sounding board for day-to-day issues. The mentor helps the mentee develop their skills, accelerates the growth of their network within the company, and encourages participation in internal company activities. Twice a year, larger feedback sessions are held to discuss the mentee’s development in detail. These discussions help identify actions that contribute to the mentee’s development.

At KBC, employees begin taking on mentoring roles early in their careers. Even consultants take on mentoring responsibilities for interns and working students, thereby gaining an understanding of the challenges involved in leading, guiding, and supporting younger colleagues. Through mentoring, the mentee has the opportunity to benefit from their mentor’s experience. Furthermore, they can turn to their mentor with personal questions or work-related difficulties and issues and discuss these topics directly. Additionally, this relationship of trust between mentor and mentee strengthens their collaboration.

As a rule, these meetings take place outside the scope of project work and at regular intervals, usually weekly or biweekly.

If the mentee would like to gain new perspectives and/or benefit from different experiences, they have the option of switching mentors.

Benefits for the mentor

Finally, it is worth noting that mentors also benefit from the mentoring process. For one thing, young colleagues always bring fresh ideas to the table—whether from their recent academic studies or from practical experience they have already gained at other companies. For another, this exchange helps mentors gain a new perspective and see the company’s procedures and processes from a different angle.

The mentor takes on a role of responsibility; the role is demanding, and the mentor’s support helps the mentee in their professional and personal development. In doing so, the mentor expands their own skills and also boosts their self-esteem.

Effective mentoring ultimately leads to a cohesive work environment and greater job satisfaction among all employees in the company.