From time to time, we field questions regarding how matches should be made in today’s approach to enterprise mentoring.  Due to that fact that many traditional hand matching programs leveraged personality-based systems in an effort to ensure good compatibility, there is still a belief among some that compatibility is a key criteria in the matching process.  While compatibility might not have been the only criteria used in traditional programs, it was usually given significant weight in the matchmaking process. 

The reality is that compatibility actually has no role in the context of modern mentoring relationships.  Since mentoring is about learning from others, the focus should be on the competencies and experiences parties bring to the table that contribute to the learning.  Attempting to focus on compatibility based on personality factors only serves to narrow the field of potential connections.  In fact, one can make the argument that if people are too compatible, they may be too comfortable with one another and avoid the “challenging” of ideas, perspectives, etc. that makes real learning possible.  In other words, different perspectives and even a little bit of healthy disagreement can make a mentoring engagement really come alive!

We also sometimes hear a related concern that when potential matches are provided by enterprise mentoring software, like Open Mentoring, it could have the feel of a blind date, meaning that the people who end up connecting don’t know each other and (GASP) might be a little bit uncomfortable.  Let’s think about this for a moment.  Isn’t that why people turn to mentoring software in the first place (i.e., to connect with people whom they don’t have the means or opportunity to connect with in their day-to-day job)? In reality, that is the beauty and the power of mentoring software.  Our clients engage with us because they are looking to break down traditional barriers that exist and help recycle knowledge within their organization.  A crucial step toward making that happen is putting people in contact with those they don’t already know. 

At the end of the day, technology has been a great enabler for learning processes such as mentoring.  It truly does allow us to do more with less.  However, sometimes we need to actually change our mindsets and the way we do things to take full advantage of what the technology can allow us to do.  If you haven’t already done so, it’s time to change your view on what mentoring means today.  Modern mentoring is not simply automating matches that were once done by hand.  That isn’t good enough.  Instead we need to challenge our paradigms and ask ourselves what is truly going to allow for the breadth and depth of person-to-person learning and knowledge sharing to take place effectively in our organizations.  Focusing on compatibility around personalities will only serve to limit possibilities and distract individuals and organizations from the core objective, which is to leverage the technology to open doors to new people, knowledge, perspectives, and ideas.