Mentoring guide
What is mentoring
Mentorship is a professional, working alliance in which individuals work together over time to support the personal and professional growth, development, and success of the relational partners through the provision of career and psychosocial support.
Parrott, E. H., Saeedipour, S., Walker, C. M., Best, S. R., Harn, N. R., & Ash, R. M. (2023). Transition from peer review to peer learning: lessons learned. Current Problems in Diagnostic Radiology, 52(4), 223-229 Eisen, M. J. (2001). Peer-based professional development viewed through the lens of transformative learning. Holistic nursing practice, 16(1), 30-42
1. Benefits
For the mentor
- Personal and professional development
- Personal satisfaction
- Opportunity for reflection
- Professional recognition
- Exposure to new ideas
- Sense of purpose
- Empowering others
- Opportunity to serve as role model
- Expanded network
For the mentee
- Accelerated growth and development
- Opportunity for reflection
- Support, empathy and encouragement
- Career development
- Increased confidence
- Exposure to new perspectives and ideas
- Sense of purpose
- Expanded network
For the organisation
- Improved employee retention and engagement
- Improved job satisfaction
- Accelerated leadership development
- Supports knowledge transfer
- Supports a learning culture that improves productivity and innovation
- Fosters organisational citizenship behaviours
National Acadamies of Sciences, Engineering, and Medicine 2019. The Science of Effective Mentorship in STEMM. Washington, DC: The National Academies Press. https://doi.org/10.17226/25568.
2. Types of mentoring
Traditional
A one-to-one relationship in which a more experienced individual in a more senior position provides advice, insight and support to another through regular meetings.
Peer
Supports the transfer of knowledge and experience between individuals at similiar life or career stages. Peer mentoring may take place in a group environment.
Reverse
Reversing the traditional hierarchy, reverse mentoring encourages younger employees to share knowledge and perspectives with those who have more experience.
Informal
Involves two people engaging in a mentoring relationship without any organisational involvement. It happens organically when two people work in similar fields and have mutual interests.
Tip
Formal mentoring arrangements typically last between 6-12 months and are led by an agreement completed and signed by the mentor and mentee. The arrangement may be overseen by a program coordinator.
3. Roles and responsibilities
The role of the mentee
Mentees drive the partnership
- Identify and set clear goals
- Seek guidance and advice
- Communicate openly and honestly
- Be prepared for mentoring sessions
- Listen actively and be receptive to advice, feedback and ideas
- Actively participate in any networking opportunities presented to them
- Maintain confidentiality of matters discussed
- Attend sessions and be proactive in scheduling or rescheduling sessions
- Keep the mentor advised of availability or potential conflicts
- Notify the program coordinator of any issues or concerns
The role of the mentor
Mentors provide support, guidance and advice
- Provide information, guidance and constructive feedback to aid your mentee's development
- Communicate openly and honestly
- Actively listen to your mentee's needs, issues, concerns, aspirations and expectations
- Ask coaching and clarifying questions to delve deeper into topics
- Create networking opportunities for your mentee
- Creates a safe, confidential partnership
- Meet regularly with your mentee
- Keep the mentee advised of availability or potential conflicts
- Notify the program coordinator of any issues or concerns
The mentoring process
Kram (1983) describes four stages of mentoring. While these are successive stages, mentoring is not static and can move back and forth between stages.
Initiation
Establishing the mentoring relationship
- Establish the focus of mentoring sessions
- Build a relationship foundation
- Create a mentoring agreement and set direction.
Cultivation
Enabling and uplifting the mentee to achieve their learning objectives
- Hold regular meetings and check-ins
- Review and revise goals
- Share insights, resources, networks and encouragement.
Separation
Most, if not all learning goals are attained
- Review goals
- Acknowledge and celebrate learnings, challenges and achievements
- Share gratitude for the time and space taken by both the mentor and mentee.
Redefinition
Redefining the relationship
- Acknowledge that traditional dynamic has come to an end
- Agree on future connections – this may include ending all contact, continuing in an informal capacity, or continuing on a more equal footing as colleagues.
Kram, K. E. (1983). Phases of the mentor relationship. Academy of Management Journal, 26(4), 608–625
- Initiation
- Cultivation
- Separation
- Redefinition
Establishing the mentoring relationship
Identify and set clear objectives for the mentoring relationship. This guides conversations, learning activities, and the direction of the mentoring, ensuring that both the mentor and mentee work towards tangible and meaningful results.
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Establish your focus
Before you meet for the first time, the mentee should brainstorm any short, medium or long-term goals (these can be both personal and professional). The SMART format enables you to apply a specific set of criteria to help ensure your objectives are clearly defined and attainable.
Note
Mentors: While this step will be led by the mentee, you are also encouraged to work through any goals that you might have too.
Tip
Mentees: McCarthy (2011) highlights that as a mentee, it's important to regularly remember that the purpose of mentoring is to meet your needs, not the mentor's. Part of the learning journey involves developing the skill to voice your own needs effectively.
Prompts:
- What do you want to gain from mentoring?
- What motivated you to apply for mentoring?
- What are the key areas you would like to develop?
- Do you have challenges ahead that you want to overcome?
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Build a relationship foundation
Reflect on what you each will bring to the relationship and clarify expectations.
What is most important to you in this mentoring relationship and why?
What you are looking for from this arrangement?
If you have had a previous mentoring relationship (as either mentor or mentee), what was it like? What could incorporate into this experience?
What are the role expectations?
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Create a mentoring agreement
It is the mentee’s responsibility to lead the creation of the mentoring agreement. This provides clarity on the mentoring arrangement and should be signed by both the mentor and mentee. Finalise this agreement at your first mentoring meeting.
Consider the following:
Focus and expectations
Timing, structure and logistics
Monitoring and recording progress
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Hold the first session
The first session is focused on establishing rapport. Use this session to develop focus and an agenda for your next meeting.
Consider the following:
Tip
Mentors: Be clear on what you wish to begin addressing so your mentor can be prepared.
Tip
Mentees: Support your mentee in what they want to begin addressing. Suggest any relevant readings, resources or strategies.
Enabling and uplifting the mentee to achieve their learning objectives
In this phase, you will dive into the main topics on the agenda for the session, while reviewing progress from previous meetings.
Review
Check-in and reflect on progress and learnings since your previous meeting.
Objectives
Establish your main objectives and desired outcomes for the meeting.
Exploration
Delve into the central issues, starting with the mentee’s perspective, then the mentor’s insights and collaboratively determine the next steps or solutions.
Summarise
Recap the meeting, emphasising actionable takeaways and future directions
Conversation prompts
Flip over the cards below for more information.
Career
- What have you done to develop your career?
- What do you find personally rewarding in your career?
- What does a day in your life look like?
Network
- What networking opportunities have been invaluable to you and your career?
- What professional associations or organisations do you find most useful?
Personal
- What are concerns or frustrations?
- How do you balance home and work commitments?
- What's the most effective daily habit you possess?
Key drivers for success for mentees
Hold yourself accountable. You are responsible for your learning and getting the most out of your sessions.
Be open to feedback and engage non-defensive responses and reflection.
Follow through on any commitments.
Be prepared to apply strategies and practices formulated in the mentoring sessions
Take responsibility for setting the agenda for each meeting with robust objectives and goals.
Tips for mentors
Each mentee is unique. Their skill set, maturity and development profile will all differ from one mentee to the next. As their mentor, you will need to meet them where they are at.
You may identify that the mentee may benefit from a range of approaches, with needs evolving as the mentoring program continues.
Examples of mentoring approaches include:
Prescriptive or detailed guidanceNote
Tailor your approach to the mentee needs in the moment. Don't be afraid to ask them if your current approach is still working for them, and to work through this together.
Most, if not all learning goals are attained
Mentoring programs typically run for 6-12 months. It is healthy for the mentoring relationship to end. A formal end provides a sense of closure and allows for a review of the process and outcomes.
Note
The amount of time and effort that goes into building a successful mentoring connection warrants gratitude. Saying ‘thank you’ goes a long way and it shows you respect and acknowledge each other's contributions.
Redefining the relationship
While the traditional mentoring dynamic may have come to an end, it is recommended to agree on any future connections.
Would you like to continue the mentoring arrangement informally? Are you looking to continue your mentoring journey with a new match?
