Helpful Skills
| Skill | Description |
|---|---|
| Open-mindedness | Being receptive to new ideas and perspectives. |
| Good listening | Actively listening to understand the mentee’s thoughts and concerns. |
| Asking powerful questions | Encouraging deeper reflection and understanding through insightful questions. |
| Empathy | Understanding and sharing the feelings of your mentee. |
| Intuition | Using instinct to guide interactions and provide support. |
| Detachment | Remaining objective and not becoming overly invested in the outcome. |
| Passion | Showing enthusiasm and dedication in the mentoring relationship. |
| Seeing the bigger picture | Helping the mentee understand how their goals fit into a broader context. |
| Curiosity | Being genuinely interested in the mentee’s experiences and aspirations. |
Techniques a Mentor Can Use
| Technique | Description |
|---|---|
| Guide rather than give answers | Help your mentee come to their own answers instead of providing direct solutions. |
| Offer perspectives as possibilities | Ask permission to share opinions and present them as one of many possible viewpoints. |
| Meet mentee “where they are” | Recognize and work with the mentee’s current skills and experiences. |
| Ask many questions | Encourage the mentee to explore ideas through questioning. |
| Be mindful of objections and evasion | Pay attention to any hesitations or avoidances, and gently explore these with your mentee. |
| Acknowledge emotions and feelings | Validate and empathize with the mentee’s emotions during discussions. |
| Follow the mentee’s agenda | Focus on the topics and goals that are most important to the mentee. |
| Detach from the outcome | Support the mentee’s process without being overly attached to specific results. |
| Be honest and transparent | Share your feelings and thoughts openly, while remaining respectful. |
| Consider cultural differences | Stay aware of cultural influences and be respectful of different backgrounds. |
Activities a Mentor Could Engage a Mentee In
| Activity | Description |
|---|---|
| Define goals | Work with the mentee to clarify and define their objectives. |
| Risk management | Identify potential obstacles and help the mentee plan for them. |
| Priority and resource management | Assist the mentee in managing their priorities, resources, and capacity effectively. |
| Create and adjust an action plan | Help the mentee create a structured plan and review it periodically. |
| Provide coaching and information | Offer guidance and insights that might not be apparent to the mentee due to their new environment. |
| Use inquiry | Leave the mentee with a question to think about between sessions. |
| Celebrate achievements | Recognize and celebrate the mentee’s accomplishments, both big and small. |
Suggestions to Mentors
| Do’s | Don’ts |
|---|---|
| Encourage your mentee to take initiative and manage the relationship. | Don’t assume your schedule is more important than your mentee’s. |
| Express appreciation for your mentee’s efforts. | Avoid giving automatic advice or criticism without asking first. |
| Address conflicts with care and invite open discussion. | Don’t talk negatively about your mentee to others. |
| Keep your relationship professional. | Don’t assume your mentee will follow your advice exactly. |
| Respect your mentee’s time as much as your own. | Avoid moving too quickly into a friendship. |
| Be explicit about your needs and limits in the relationship. | Don’t hang onto the mentee indefinitely if the partnership is no longer beneficial. |
| Ask permission before providing feedback or suggestions. | Don’t end the relationship on bad terms; ensure closure if parting. |