For Totsi Memela-Khambula mentoring is an opportunity to give in a developmental relationship between two people. It inspires the one being mentored towards further success and assists him or her to work through issues and challenges in a safe and objective environment in order to reach their full potential in terms of skills, behaviour and knowledge.
The Postbank MD has mentored many young people, mostly women, over the past 10 years, formally and informally. ‘I am currently mentoring individuals both inside and outside the organisation. I also have an International Women’s Forum fellow from a previous fellowship group that I am mentoring. As a past fellow on the international programme, I also mentor fellow fellows.”
Memela-Khambula’s process for successful mentoring involves five steps:
- establish boundaries on the areas of focus;
- clear expectations and agree on desired output — contract on the relationship;
- facilitate learning and do not take control of the mentee’s journey through life;
- ask the right questions and guide the individual to find her own answers; and
- move on if the relationship does not work.
For Memela-Khambula, the time spent with a mentee depends on the process, proximity to the mentee and joint personal interests. It also depends on the type of support required by the mentee. This may include opening doors for the mentee, supporting the learning process, providing technical expertise, creating networking opportunities and giving guidance, she says.
‘As an IWF member, it is part of your responsibility and commitment to help grow young people who are in the leadership programme … and taking an interest in the life and growth of young people only around you and guiding and supporting them.”
Memela-Khambula does not believe that it is better to mentor people within one’s own industry as there is a wide range of needs that may go beyond technical competence.
‘I believe we have come a long way in South Africa on the issue of women empowerment but still have a long way to go. Most of us who have achieved more than an average woman do not extend our hands sufficiently.
‘Some of us continue to feel great about being referred to as the first woman — the only woman — And do not make sure that we extend and share our board tables with more and more women.”
Memela-Khambula says she believes the government has gone the extra mile to ensure women are represented at all levels, including in decision-making structures.
‘I am not sure, though, if the private sector has put their money where their mouths are. There continues to be very few women in decision-making echelons, especially in the financial services industry.”
Mentoring tips
An example of a successful mentoring process:
- Arrange a first meeting in a informal setting to connect and understand where we are at in different spheres of life. These include:
- personal journey,
- professional space,
- spiritual space and journey.
2. Discuss expectations and desirable output:
- how long the individual wants the formal process to last,
- how often the mentee wants to meet ( face to face and telephonically),
- communication methods.
3. Document agreed key performance areas and indicators
4. Circulate and review document:
- Progress discussed in feedback sessions.
- Progress reviewed during set periods.
5. At the end of the period, mentee writes a report according to agreed structure to give feedback on: l What worked
- What did not work
- How differently mentor should approach areas of weakness going forward.