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What Exactly Is the Mentor's Role? What Is the Mentee's?

https://www.td.org/insights/what-exactly-is-the-mentors-role-what-is-the-mentees

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What Exactly Is the Mentor's Role? What Is the Mentee's?
Working with a mentor can be an invaluable experience for both parties. The mentor and mentee will likely learn new things about themselves and each other that will help them move toward career goals. But to make the relationship work, each party needs to understand the role they play.

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Roles of a Mentor

  • Advisor and Coach - provides advice, guidance,and feedback.
  • Champion and Cheerleader - inspires and motivates the mentee to try new things, move out of comfort zone, and...

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Roles of a Mentee

  • Identify learning goals and style and measure success for the mentoring relationship.
  • Be open and seek feedback.
  • Be active in learning.
  • Schedule and attend mentor appoi...

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SIMILAR ARTICLES & IDEAS:

Mentoring and Coaching

The terms mentoring and coaching are often mistakenly interchanged. Although they are similar, they are not the same when it comes to approach.

  • Mentoring - long-term relationship focusing on the growth and development of the mentee with the mentor as the source of the wisdom, support, and knowledge.
  • Coaching - short-term relationship focusing on strengthening traits and eliminating behaviors that diminishes one's performance.

History and Definition of Mentorship

The word "mentor" was first used in Homer's epic poem "The Odyssey" when Odysseus entrusted the care of his kingdom to Mentor who served as a teacher and overseer to Odysseus' son.

This is where mentor was derived meaning "a trusted councelor or guide."

Why Seek Out a Mentor

A mentor is not someone who gives you direct answers, but someone who challenges you to know the right answer. 

And in life, you can't be spoon-fed all the time. The role of a mentor is to guide you and give you the wisdom in knowing the answer.

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Mentoring

Mentoring is about being able pass knowledge to someone who would benefit from it.

Mentoring programs usually have four key elements:

  • Improving performance
  • Career development
  • Counselling
  • Sharing knowledge

The Roles of a Mentor

  • M-anage the relationship
  • E-ncourage
  • N-urture
  • T-each
  • O-ffer mutual respect
  • R-espond to the learner's needs

Different Roles of the Mentor

  • Learning Consultant: The mentor must help the learner to clarify his goals and identify the learning style needed.
  • Coach: The mentor should have the will to help the learner explore the problem and try new ways of working.
  • Counselor: When the learner is struggling to think, the mentor could listen, reflect, and clarify to help the learner gain insight.
  • Adviser or Information Resource: Share insights with the learner for faster and better understanding.
  • Role Model: Sometimes, the learner does not only learn from what the mentor teaches, but from how the mentor acts.
  • Critical Friend: The mentor can also simply be a friend, however, it is the most difficult because it requires the willingness to listen, encourage, draw out, reflect, challenge, and provide feedback about ideas.

What Makes a Good Mentor

  • Sincere and have the desire to develop and help others even without any price.
  • Prepared to commit time and energy to the mentoring relationship.
  • Have the relevant knowledge, expertise, or skills needed by the mentee.
  • Have the will to share his experiences, event the bad ones.
  • With a growth mindset and learning attitude.
  • Possesses the skills to help develop others.

What Makes a Good Mentee

  • He's committed to expanding capabilities and focused on achieving professional results.
  • Clear about their career goals, needs, and wants.
  • Willing to ask for help.
  • Able to seek and accept positive or negative feedback.
  • Personally responsible and accountable.
  • Ready, willing, and able to meet on a regular basis.

The Mentoring Relationship

To develop a successful mentoring relationships:

  • Design the Alliance. Both parties must have an agreement on the contact and response times, meetings, confidentiality, focus, feedback, and goals and accountability.
  • Get to Know Each Other. It is important to have a strong relationship and trust before focusing on the problem.
  • Set the Agenda. Be clear on the purpose and goals of the program.
  • Reflect and Evaluate. Know if there is a progress or development gained from the mentoring every few meetings.
  • Closeout. Before parting ways, have a closure with each other. Reflect and appreciate what both parties have learned and gained from the experience.