Effective mentoring - Mentees need to be on the 'front foot'

18th September 2015

Paradoxically effective mentoring is driven by the mentee while effective coaching is more likely driven by the coach.

Commonly the relationship between a mentor and mentee is led by the mentor, who holds a vast array of experience and knowledge in their chosen field. However the result often ends in a series of unstructured conversations of little value.

However, when the mentee can clearly express what it is they are wanting to learn, the mentor is clear about the expectations and is able to determine the subject boundaries. So the responsibility then falls on the mentee to research their mentor; to look to their demonstrated skills, the crafting of their career, their understanding of the organisation’s politics. 

When the mentee is clear about what they want to learn, the mentor is in a good position to indicate which expectations they are able to assist with, and which ones they are not. The mentor should then suggest someone else to assist these areas, where possible. This then provides another valuable contact for the mentee to aid them in expanding their network of mentors.