Developing an Outstanding Mentoring Relationship
What is Mentoring?
- A development strategy through which one person facilitates the development of another by sharing known expertise, resources, values, skills, perspectives, attitudes and proficiencies within a confidential and constructive relationship.
- Mentoring is an extension to an existing manager – employee relationship.
Who are the Stakeholders?
- Mentor – leader providing experience and counsel to an individual seeking development/career assistance
- Mentee – individual seeking development/career assistance
- Manager Sponsor – the mentee’s manager
Mentoring Done Right
| Mentor Characteristics | Mentee Characteristics |
| Effective communicator | Desire to grow in role and career |
| Effective and non-judgmental listener | Possess learning aptitude |
| Willing to commit time and effort | Willing to commit time and effort |
| Willing to engage proactively | Willing to engage proactively |
| Record of successful people development | Genuine interest in being helped |
| Mentor Do’s | Mentee Do’s |
| Create atmosphere of trust and honesty | Articulate relationship goals |
| Display professional behavior at all times | Display professional behavior at all times |
| Maintain confidentiality | Maintain confidentiality |
| Be positive, enthusiastic and supportive | Be realistic and Be positive |
| Encourage two-way feedback | Act on mentor’s advice |
| Mentor Don’ts | Mentee Don’ts |
| Criticize | Ask for advice on everything |
| Give advice without being asked | Ask mentor to act in your place |
| Allow dependency | Complain in an unprofessional manner |
| Express your own problems/challenges | Commit to obligations you can’t keep |
| Manage like a supervisor | Expect mentor to do your work |
Mentoring Done Right cont’d
- Establish Mentorship as a Professional “Relationship”
- Ask Key Questions (Mentor to Mentee)
- What are you seeking to achieve out of this relationship?
- How does this relationship tie into your job description, strategic initiatives or personal development plan?
- Who else might have development impact on you (e.g. – your team, manager, customers, etc)?
- What do you think success of the relationship should look like?
- Create a Relationship Worksheet containing:
- Name of Mentor/Title
- Name of Mentee/Title/Department/Grade/Location
- Manager Sponsor/Title
- Mentorship Start Date
- Mentorship planned end date
- Specify and Write Out Goals of Mentorship
- Define Evaluation Procedures (how success will be measured)
Benefits of Successful Mentoring
- Mentor
- Personal Fulfillment-investing in others
- Vehicle to share ideas, experiences and success
- Enhance personal contributions to the company
- Mentee
- Jump-start into organization
- Develop early stage professional network
- Gain constructive feedback on professional development areas
- Organization
- Increased job satisfaction for mentors and mentees
- Sharing and leveraging knowledge and skill within organization
- Increased talent retention