A Mentor Does and Does not - Deepstash

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This Is How a Great Mentor Could Boost Your Career and Life

A Mentor Does and Does not

A mentor..

  • Takes a long-range view of your growth and development.
  • Helps you see the destination but does not give you the detailed map to get there.
  • Offers encouragement and cheerleading, but not "how to" advice.

A mentor does not..

  • Serve as a coach as explained above.
  • Function as an advocate of yours in the organizational environment such as your boss would; the relationship is more informal.
  • Tell you how to do things.
  • Support you on transactional, short-term problems.
  • Serve as a counselor or therapist. 

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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.
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 to always be optimistic.
  • Resource and Recommendations - suggesting resources that could help with personal development and growth such as books, workshops, organizations, etc.
  • Devil's Advocate and Truth-sayer - honest and provides tough feedback to help inspire mentees to push forward, push them to take risks, and help them to always consider consequences before making decisions.
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 appointments.
  • Follow through on commitments and take informed risks as they try new options and behaviors in support of career and development goals.
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.