Mentor and Mentee
One of my clients instituted a “mentor” program in his company. The CEO asked me to speak with the senior managers about what makes a good mentor and mentee. The list below represents the highlights of my experience in mentoring.
For Mentors:
• Mentoring is a partnership for your mentee to learn. It is not about you proving your expertise or authority.
• Good mentors encourage discovery. They don’t instruct. They ask good (thought-provoking) questions to create curiosity.
• Mentees will learn more in a safe and comfortable relationship. So, be genuine, sincere, and open.
• Be a good friend. Ignore your hierarchical level in or outside the company.
• Be curious and attentive to listen well.
• History teaches us lessons. Learn from history. But the feedback should focus on the future, not an extensive discussion of the past.
• Mentoring is about what you say in a mentoring session and how you support your mentee afterward. Help your mentee apply the learnings at work.
• If your mentoring relationship is not working as expected, clearly communicate your concerns to the mentee.
• Mentoring relationships are temporary. When the mentee’s goals are met, be available but let the relationship become inactive.
For Mentees:
• Find someone who helps you be the best you can be, not one you think can help you get a promotion.
• You will most likely learn more from people different from you rather than those the same as you.
• Know your goals and expectations for a mentoring relationship
• Communicate your goals and expectations upfront.
• Mentoring is about learning. You are not in it to impress the mentor. It is an opportunity to take risks and try new skills and ideas.
• Consider your mentor’s advice or feedback as a gift. Understand it well.
At times it may be hard to hear but immensely beneficial.
• If your mentoring relationship is not working as expected, clearly communicate your concerns to the mentor.
• Great mentoring relationships take two people—a partnership. It is a two-way initiative. Before you begin blaming the mentor, look at yourself first.
• Mentoring relationships are temporary. When your goals are met, let the relationship become inactive.
I would love to hear about your experiences! Please share your stories at satishmehtausa@gmail.com. Please forward this knowledge letter to those who could benefit from it. They can subscribe to it here or by clicking on the link below.
Thank you,
