Training is Contingent upon Your Mentor’s Expertise

The experience you get out of training and the skills you learn are based on the expertise of a mentor. Expertise in the subject that is being taught and the training technique of the mentor are two very important areas in training.  An effective mentorship has the ability to make a mentee into a successful employee for the company.

The mentor has the expertise to help the mentee build their confidence and skill level. Proper management of a mentor-mentee relationship is vital and SMART development goals need to be incorporated. SMART goals are:

  • Specific
  • Measurable
  • Attainable
  • Relevant
  • Time-Based

For more on SMART goals, click here.

The mentor can strengthen their mentor-mentee relationship by strengthening their mentee’s potential instead of focusing on making their mentee a replica of themselves.


If a mentor is not experienced in the subject being taught this can cause long-term problems for the mentee and company such as lack of confidence, distrust in the company and poor work performance. Finding a mentor who is not only willing to be a mentor but is an expert in his/her line of work is very important when selecting a mentor for your staff.  Being able to not only answer but answer with a full explanation of the “why” will help the mentee fully understand why a problem needs to be tackled a certain way.  Having a mentor who is continuously accessing new knowledge and learning will ensure that the mentee is learning the most up-to-date information for their line of work.

A mentor who is considered to be an expertise in their field of study will be able to help contribute to the economic development of a company.


Denise Dove – Design Professional

Gould Design, Inc.