Mentoring: What is it?

Boosting future talent

The transfer of knowledge and the acquisition of skills are two processes of great value for the growth of both employees and organizations. One of the most effective strategies to encourage them is mentoring, which connects experienced and knowledgeable professionals with others who seek to learn and advance in their careers: an approach that has proven its ability to boost talent and establish trusting relationships.

Although mentoring is often compared to coaching, as both seek personal and professional development, and although they share similar objectives, they differ in their approach, methods, and purposes. Do you want to know what a mentor is, what mentoring is, and what it is used for? We explain what it consists of, its differences from coaching, the existing types of mentoring, and the benefits it brings to the workplace.

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What is mentoring?

Business mentoring is a learning and professional development process in which an experienced person (the mentor) advises and shares knowledge with another person (the mentee) who seeks to improve in a specific area or achieve certain objectives. This relationship is usually voluntary and is based on trust, open communication, and mutual commitment.

Unlike other forms of learning, mentoring focuses on practical experience and learning through observation and reflection. The mentor not only transmits technical knowledge, but also values, strategies, and perspectives that help the mentee.

Differences between mentoring and coaching

Is coaching the same as mentoring? Although these two strategies share the goal of promoting personal and professional development, there are differences:

Different approaches. Mentoring focuses on the long-term transfer of knowledge and experience, while coaching is geared towards achieving specific goals in a shorter period of time.
Different durations. Mentoring is usually a long-term, ongoing process, while coaching has a defined duration, focused on specific objectives.
Different relationship between the subjects. With mentoring, the relationship is more informal and based on mutual trust. With coaching, the relationship tends to be more structured and contractual.
The roles of the mentor and the coach are different. The mentor acts as a role model and shares their personal experience, while the coach takes on a facilitating role, helping the client discover their own solutions without imposing answers.
Application in different contexts. Mentoring is common in work and educational settings, while coaching is used in work, sports, and personal settings.

What are the existing types of mentoring?

Depending on the profile of the people involved in the process, its purpose, or the tools used, there are various types of mentoring that can be used:

Traditional mentoring.
It is based on a one-to-one relationship between an experienced business mentor and a mentee. It is the most common and effective type for professional development.
Group mentoring.
A mentor works with a group of mentees, sharing knowledge and fostering collaborative learning.
Reverse mentoring.
In this case, a younger or less experienced employee acts as a mentor to teach specific skills to a more senior professional, such as how to use new technologies.
Cross mentoring.
It is used between people from different areas or departments within an organization, and serves to enhance perspective and mutual learning.
E-mentoring.
This type of mentoring uses digital tools to facilitate communication and the exchange of knowledge between the mentor and the mentee, which makes bridging geographical distances possible.

What is mentoring used for?

Mentoring has various applications in both the professional and personal spheres. Some business mentoring functions are:

Acquiring new skills. Mentoring is used to help employees acquire new skills or adapt to new roles as part of their professional growth.
Knowledge transfer. Mentoring allows more experienced employees to share their knowledge with other employees, helping them avoid mistakes and make better decisions.
Adaptation to change. Facilitates the transition to new roles, departments, or business sectors so that mentees can adapt more quickly.
Performance improvement. Mentoring provides guidance that can improve job performance and increase productivity.
Fostering leadership. Business mentoring helps develop future leaders by helping them acquire leadership, communication, and problem-solving skills.

Benefits of career mentoring

Career mentoring offers benefits for both employees and organizations, including the following:

Employee loyalty. Mentoring programs increase job satisfaction and reduce employee turnover by fostering a culture of support and growth.
Increased productivity. By providing guidance, knowledge, and support, employees can achieve their goals more quickly, which benefits the entire organization.
Talent development. Identifies and enhances internal talent, and also prepares employees to take on key roles within the company.
Improved communication. Strengthens communication skills and builds stronger relationships between employees.
Diversity promotion. Helps to integrate employees with different profiles, which promotes an inclusive culture.

Mentoring programs at Repsol

As we are aware of the benefits of mentoring and how it helps our staff's professional development, at Repsol we have mentoring programs for both internal staff and startups. The Repsol Mentoring Program, for example, fosters leadership and diversity skills, using senior mentors to advise key employees remotely.

In addition, the Repsol Foundation offers mentoring to selected startups, along with specialized resources, which serve to promote technological innovation in areas such as renewable energy or the circular economy.

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