Training is Contingent upon Your Mentor’s Expertise

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.