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“Some prefer to set a clearly defined goal – say, skills upgrades
– and work towards them together,” said Laidlaw. “Others see the
relationship as more ongoing, with the mentor advising the proté-gé
on issues as they arise.”
For her part, Watson has found great value in her mentor’s sym-pathetic
ear.
“I can bounce ideas off her when I am launching a new program,
or dealing with issues at work,” she said. “It is extremely helpful
to have someone who has been in the profession longer than me
to provide sage advice and guidance. What really helps is that my
mentor knows what I’m going through, because she’s in HR, too.”
A SMART CAREER DECISION
Mentoring is an important part of an HR professional’s career plan;
not just as a protégé seeking knowledge and contacts, but also as a
mentor leaving their mark – and creating contacts with the pow-er
brokers of the future. After all, as the world becomes ever more
computerized and faceless, knowing people has never been more
important for career advancement, longevity and mobility.
“Nobody knows more than an HR professional how central-ly
important close human relationships are to personal success,” said
Sanghera. “By taking part in mentoring, you can form and foster such
relationships at every stage of your career. This is why mentoring is a
win-win for mentors and protégés alike – and why so many HRPA
members take part in our association’s many mentoring programs.” ■
training & development
Photo by Hemera Technologies / Photos.com
“I HAVE GAINED
VALUABLE KNOWLEDGE
AND SUPPORT BOTH
AS A MENTOR AND
A PROTÉGÉ, WITH
LEARNING OCCURRING
IN BOTH POSITIONS.”
– JANE WATSON, CHRP
HRPATODAY.CA ❚ MARCH/APRIL 2014 ❚ 37