LANXESS Mentoring Program – more than just talent development
Mentoring at LANXESS
A change of perspectives, support with challenging projects, planning one’s professional career or raising awareness of cultural differences. These are some of the topics that our mentees address in the LANXESS Mentoring Program. An honest exchange of experiences is most important here, because it can be of great value for the individual development.
At LANXESS, employees have the opportunity to develop not only at a professional but also at a personal level. This is where our LANXESS Mentoring Program comes into play.
In the program, mentors support other employees. They share experiences, give advice or simply lend an ear. They take care of their mentees over a predefined period of time - be it six months or even two years.
The focus is particularly on
- individual counseling and feedback,
- orientation and behavioral support, and
- passing on strategic knowledge and personal experience.
The focus is not only on career planning and development prospects, but also on supporting the expansion of the mentee’s network. Regular and open exchange plays an important role in this.
Everyone has what it takes to be a mentor or mentee
There are no specific criteria for mentors. Anyone who is up for developing others and sharing one’s knowledge and experience can become a mentor. One of the goals of mentoring is for mentees to think outside the box. To see the big picture. That’s why Human Resources recommends that mentor and mentee come from different business units or even different countries.
In order to prepare for the role of a mentor, LANXESS offers specific eLearnings. Here, mentors can familiarize themselves with their role and learn more about their own responsibilities in the LANXESS Mentoring Program. Any exchanges are voluntary - everyone decides for him- or herself what information they would like to share.
Top priority: fostering trust and openness
The most important thing, however, is the right chemistry between the mentors and their mentees.
“Mutual trust is the key element in a mentoring relationship.”
Andrea Hagedorn,
Head of People Development Germany, LANXESS
Exchange at eye level
Andrea Hagedorn is a mentor herself and definitely recommends taking on the role of a mentor. For her, successful mentoring is characterized not only by promoting a person’s talent, but above all by a lively discussion of current topics at eye level. She is convinced that both parties benefit from the exchange, not only the mentees.
"I am convinced that mentoring has broadened my horizon."
Andrea Hagedorn,
Head of People Development Germany, LANXESS
Particularly exciting: intercultural exchange
Andrea Hagedorn has lived and worked abroad for ten years. She enjoys sharing her intercultural skills with others. From her own discussions with mentees in other countries, for example, she was able to gain new perspectives on female careers. In her view, cross-regional exchange in particular offers many advantages.
Stefanie Kluth from the People Development department agrees. The 35-year-old helped to develop the LANXESS Mentoring Program. During a job rotation in São Paulo, she had the opportunity to introduce the pilot program in Brazil. She is very positive about the program due to her experiences with colleagues in Brazil and her HR expertise. Especially with regard to its impact on intercultural skills and experiences.
“Mentoring can be beneficial when it comes to avoiding intercultural faux pas.”
Stefanie Kluth,
People Development Expert, LANXESS
In the next few weeks, our mentors and mentees will talk about their experiences with the LANXESS Mentoring Program. Why did they take part? What has changed since they participated? What do they think of the program? Stay tuned!
