Transformative Learning

5 Tips on Using Transformative Learning to Mentor Employees

What is transformative learning and how can it help organizations?

When we observe an event or undergo a life transition, we are likely to gain some new information from these experiences. The way in which we take in the new information is unique to us and, as a result, our individual perspectives, values, or beliefs may alter as we process those events or experiences. This is what is known as transformative learning. The meaning that we place in these experiences determines how we interpret and learn from them (Taylor, 2017). Reflections and critical discussions help us clarify our assumptions, creating a shift or transformation in our attitudes or behavior. 

Transformative learning can be both an individual and collective journey. Organizations can use transformative learning to effectively tackle work challenges. Transformative learning provides the tools that foster a shift or expansion in employees’ perspectives, values, or beliefs. It is about creating opportunities to learn. This unique approach to learning can help employees not only learn new skills but also learn how to adapt themselves to changing environments and evolving processes. It teaches people to believe in what they are doing and motivates them to find creative ways to learn and improve themselves more actively. 

Transformative Learning Through Mentorships

An effective transformative learning strategy to help employees gain or strengthen their professional knowledge and skills is to implement mentorship programs. There is a strong link between mentoring and positive outcomes in one's attitudes, interpersonal relations, and motivation (Eby et al., 2008). 

Mentorships provide less experienced employees (mentees) the opportunity to follow the guidance provided by more experienced employees (mentors) in the same field.  As mentees make sense of their learning, mentors can serve as a guide to support them through the process. Both mentors and mentees can learn from each other, challenge each other, and support each other. 

According to a survey conducted by Olivet Nazarene University (2019), 76% of respondents considered mentors to be important; however, only 37% of them had one. This study speaks to an imbalance between the need for mentorship programs and the lack of response that organizations have to this important need. Due to the ease of implementation and low costs, small and medium organizations should do more to routinely use mentorships.

Figure 1

Percentage of respondents without a mentor (63%) versus with a mentor (37%).

The environment created in a mentorship is conducive to transformative learning as mentors motivate mentees to learn and grow. Below are some tips to help your organization create mentorships that foster elements in transformative learning including trust, support, and critical reflection.

Fostering a culture of trust 

• A work environment where trust is emphasized feels safe for those who want to express themselves fully. Developing a successful mentorship program starts with having a workplace culture that promotes trust. Employees must feel psychologically safe as they experiment with changes, be comfortable with feeling vulnerable, and be willing to take risks as they refine their skills and knowledge and develop themselves (Downey, Roberts, & Stough, 2011). Embedding trust within your work culture is essential and opens the passageway to effective mentoring. 

Setting up to succeed 

• Matching mentors and mentees should be a deliberate process. Try pairing rising and seasoned experts based on skills and shared interests, values, and qualities. Starting with a good match-up increases the success of the program. Creating compatibility can be challenging, but your organization can identify the appropriate strategy to effectively match employees. Mentors can brainstorm about how they can assist their mentees to be successful on their journey of learning and discovery. Mentees can prepare to participate and consider how much time and energy they want to invest in advancing their careers. 

Building authentic connections

• Patricia Cranton, a leading adult educator suggests that assumptions are more likely to be critically examined when people speak with someone they like and trust (2006). Mentors and mentees should make their expectations clear and discuss what they desire out of the relationship. Both individuals should cultivate a relationship built on authenticity, transparency, and support. These relationships allow one to be more comfortable in sharing vulnerabilities and confronting assumptions. 

Guiding with intention

• Mentors should be intentional and purposeful with their guidance. They are successful when they are self-aware, self-developed, and self-improving (Broughton, et al., 2019). Mentorships using transformative learning can help trigger these developments for their less experienced employees. Mentors can help make the experience more meaningful by sharing their individual stories and reflecting on their own journeys. Mentees are more likely to respond positively and be more courageous in sharing their assumptions. Intentional guidance means being present and sensitive while encouraging mentees as they reflect upon their experiences. Through this, mentees can reassess their views, transform their knowledge and make progress toward growth and development.

Extending interactions via digital platform

• Mentors or mentees may sometimes want to elaborate on an earlier conversation or share resources. Extending these interactions outside of the formal mentorship schedule can be done easily through digital collaborative tools. There are a plethora of options, but Growth Mentor has conveniently curated a list of mentor platforms for various categories. 

An investment in relationships is an investment in the future

Mentorships within organizations can help create more efficient teams in which all individuals at all levels are working towards becoming experts in what they do (Srivastava, Jomon, 2013; Neupane, 2015). Applying elements of transformative learning to enhance your organization’s mentorship program is essential. It will help mentors and mentees establish a trust that will draw out personal strengths, promote serious dialogue and reflection and encourage shifts in perspective. However, all of this takes effort – and all members must be invested.

References

Broughton, R.S., Green Parker, M.C., & Plaisime, M.V. (2019). Mentorship: the necessity of intentionality. American Journal of Orthopsychiatry. 89(3), 317-320. http://dx.doi.org/10.1037/ort0000412

Cranton, P. (2006). Fostering authentic relationships in the transformative classroom. New Directions For  Adult and Continuing Education. 2006(109), 5-13. https://doi.org/10.1002/ace.203

Downey, L.A., Roberts, J. , & Stough, C. (2011). Workplace culture emotional intelligence and trust in the prediction of workplace outcomes. International Journal of Business Science & Applied Management. 6(1), 30-40. hdl.handle.net/10419/190621

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Eby, L.T., Allen, T.D., Evans, S.C., Ng, T., DuBois, D. (2008). Does mentoring matter? A multidisciplinary meta-analysis comparing mentored and non-mentored individuals. PubMed Central. 72(2), 254-267. https://dx.doi.org/10.1016%2Fj.jvb.2007.04.005

McKinsey. (n.d.). Rearview of diverse people hugging each other [Photograph]. Rawpixel. https://www.rawpixel.com/image/2027827/group-people-supporting-each-other

Neupane, R., (2015). Effects of coaching and mentoring on employee performance in the U.K. hotel industry. International Journal of Social Sciences and Management. 2(2), 123-138.
https://doi.org/10.3126/ijssm.v2i2.12323

Olivet Nazarene University. (2019). Study explores professional mentor-mentee relationships in 2019. https://online.olivet.edu/research-statistics-on-professional-mentors 

Panagiotakopoulos, F. (2021, July 24). We're huge fans of online mentoring platforms (so we made a list of them all). GrowthMentor. Retrieved February 25, 2022, from
https://www.growthmentor.com/blog/online-mentoring-platforms-software/#career-mentorship-platforms 

Rawpixel. (n.d.). Change Improvement Development Adjust Transform Concept [Photograph]. Rawpixel. https://www.rawpixel.com/image/695515/free-image-rawpixel

Srivastava, S. & Jomon, M.G. (2013). Mentoring & performance: implications for business organizations. The Indian Journal of Industrial Relations. 48(4). 711-725. https://www.jstor.org
/stable/23509826

Taylor, E.W. (2017). Transformative learning meets bildung. International Issues in Adult Education. 17-29. https://doi.org/10.1007/978-94-6300-797-9_2