What Good Looks Like
What does a good mentoring and coaching system look like?
What is tuakana and teina mentoring (Māori concept)?
Learning is a shared journey, often involving many parties. This is no different in te ao Māori. The term tuakana can be understood as an older sibling, and teina can be understood as the younger sibling. In the context of mentoring and coaching, the relationship between tuakana and teina can be understood as a more senior experienced individual (tuakana) supporting a younger less experienced individual (teina) to learn and grow. In many cases this relationship can lead to mutual learning.
This gradual, mutual learning process is known as 'ako' in te ao Māori, and it includes the dual roles found in the tuakana-teina relationship. The aim is to help learners feel a sense of belonging in their learning environment and to provide any additional support they might need. This relationship goes both ways and is voluntary, with both parties learning from each other, rather than being driven by monetary value.
This dynamic is context specific, for example in your workplace the mentor may represent the tuakana and a new hire may represent the teina. But in a different situation this relationship may change. For example, in a cultural environment the new hire may actually be the tuakana, and the mentor may be the teina. This is something to be aware of.
How do people learn?
The 70:20:10 rule provides a useful rule of thumb for understanding how people learn and develop:
What is the value of mentoring and coaching?
Mentoring and coaching is important for the following reasons.
Enhanced performance: Mentoring and coaching improves
employee performance by providing guidance, support, and feedback
that they need.
Increased retention: When your employee feels supported and can see
clear paths for growth they are more likely to stick around.
Improved confidence: Regular chats with mentors and coaches can boost
confidence and people skills, leading to better decision-making and leadership.
Creating a positive culture: A culture of mentoring and coaching encourages
teamwork, respect, and trust, making your workplace a more supportive and
productive place.
What are the key elements to good mentoring and coaching?
Set practical goals: Help your mentee set achievable goals using a goal-setting framework and provide long-term career guidance to foster overall professional growth.
Listen and understand: Listen patiently to understand your mentee's aspirations and regularly check in on their well-being and mental health.
Share experience and advice: Offer your insights and advice, even if you're not an expert, to provide an outside perspective that can help with skill development and navigating work-related challenges.
Recommend resources: Suggest useful tasks, books, events, podcasts, and blogs to help your mentee develop and enhance their skills.
Encourage independence and confidence: Inspire your mentee to tackle challenging goals, respect their confidentiality, and ensure they feel a sense of independence while offering support when needed.