In general, when I have mentored (or been mentored), the foundation of a great experience is always connection: how well do the mentor and mentee work together? There must be mutual respect, empathy, commitment and of course, the mentor should be equipped to either be the subject matter expert (SME) or be able to connect the mentee to a qualified SME. Mentoring is rarely a "one-and-done" situation, so the best mentors are in the relationship for the long term. It's helpful to set ground rules and understand the outcomes desired by both the mentor and mentee. The best mentees I've had harvest advice from multiple mentors/advisors, then apply what will work best for them. The worst mentees I've had either don't listen or act on advice, or they only take advice from a single source and try to force-fit it into the outcome they seek.
HI Hassan Qudrat-Ullah - I am unclear about what you mean by . "fort mentor". I was a Peer Mentor for Directors for a MNC first. Became an Executive Coach and Startpreneurs' Coach and a C-Suite Mentor later and never come across this word. Please clarify.
I have published a Series of 5 e-books about my Mentor experience with Startups and Part 1 of a series of e-book about C-Suite Mentoring - Good and bad ( success and failures) experiences of mentoring. If you . are an Amazon Kindle user - you may be able to read them all for free.
I write a blog www.parkhe.com on which I mostly share links of articles on Mentoring, Business, PESTLE analysis etc. and sometimes write my own articles.
If you interested, you may read my articles on Linkedin Pulse where there are 228 articles as well.
Hope this helps. Regards. Jay
As a mentor for a diverse range of start-up mentees in a broad of sectors the one thing they all have in common is the drive and determination to succeed. All are good at what they do technically and in most cases they support they require from me is based around strategic direction.
I've not had one bad experience with any mentee and find the process very rewarding.
Hi Hassan Qudrat-Ullah. I've been mentoring in the corporate, academic and non for profit sectors for the last 20 years. So far I haven't had challenges nor bloopers. Only praises. I think that empathy, emotional and relational intelligence are key for valuable mentoring. Challenging the mentee to think different and creatively, also helps. Being like a swiss army knife of different knowledge fields also adds value. And being a systems thinker is the cherry on the cake. Sometimes mentors should act as learning or decision coaches. Others as big ears. Others as chefs or choreographers of knowledge creation. Having a good relational capital also helps. I hope the above insights are relevant to your inquiry.
Extremely positive. The mentor's ability to convey criticism constructively is the difference between a positive and negative mentor experience. As long as there is mutual respect and humility. My mentors have such a wealth of experience and that has given me the opportunity to grow, particularly in areas that I am not naturally gifted in.
Hello Hassan, I would say mentor-mentee is a two way relationship, neither can work stand alone. Energy has to be imbibed from both sides. I happen to co-chair a committee at IEEE which is Institute for Electrical and Electronics Engineer, the committee is called MGA Training Committee which has certain products/programs one of them being on lead called VOLT - Volunteer Leadership Training and it started in 2013 and I was the fellow graduating from class of 2014 - what the committee do is to select 30-40 young professionals across the world and train them with enough resources circling around IEEE theme and soft-skills to make them future leaders resulting in them becoming Chairs of their local IEEE Section. 2015 was when we introduced Mentor concept that each mentee will have an IEEE Senior Member as Mentor to guide through the program, what we saw instead is mentees were not much interested and sometimes mentors were quite busy not responding timely to their mentee's questions and queries.
I was a mentor to two mentees for 2 years and in combine 4 of them, only 1 had alacrity to learn more so even in my case I was releasing energy, giving time sharing resources but mentees were not much receptive, honestly I still hadn't understand what seems to be a problem.
Can anybody comment here and guide us with our mentorship model please.
Having a mentor is often of great assistance to progress in your chosen field. Both mentee and mentor can learn significantly from the process.
The following are tips to get the most out of the mentoring process-
1 Learn how to accept and give feedback, ask for regular feedback
2 Share your thoughts and feelings
3 Maintain sensitivity about mentee’s personal and learning needs
4 Reflect on learning frequently, both parties maintain a reflective journal
5 Define and focus on mentee’s goals
6 Set a regular contact schedule but be flexible
7 Check frequently on the effectiveness of communications
8 Share information and resources
9 Have a definite conclusion to the process
10 Celebrate success
11 Continually work on evaluating the relationship
12 Brainstorm the list of learning opportunities when you start
13 Define purpose and objectives when you start. In some cases carrying out a force-field analysis may be beneficial in the early stages.
14 In some cases a self and others rating of the mentee’s competencies may be beneficial initially (Refer to “Resumes” on www.ohschange.com.au for a list of possible competencies)
“A good coach will make his people see what they can be, rather than what they are”
Being a good coach-
- Build rapport
- Listen a lot
- Ask open questions
- Build confidence
- Give praise
- Be blame free
- Realise people are never failures
- Listen more than you speak
- Try to build trust
- Schedule time
- Be open yourself
- Always support others
- Learn from mistakes
- Smile a lot
- Respect people
- Encourage life-long learning
- Boost everyone’s interpersonal skills
- Be a life-long learner
- Ask for regular feedback
- Celebrate success
An important point about being a mentor or coach is that it is not your role to provide solutions, rather your role is to get others to explore their options.
I've had mostly good experiences... but it's a marriage. Personality, desire, etc... all play a part. Some want to be mentored... but they just want the easy answers. They have to do the work too. Mentoring is GUIDING... not just TELLING. I admire and I'm impressed with a mentee who stays in contact with me... and doesn't just wait for me to reach out all the time. If you want help... show INITIATIVE.
I am associated with a company as a Career Mentor and mostly we mentor students (Age 13+) and guide them to identify their strengths with a Psychometric Assessment and then facilitate the process of mapping these strengths to some exciting and futuristic career directions.
Some of the roadblocks we face even before we start mentoring is that people are victims of traditional approach of choosing careers and many are still unaware that there are companies with expert mentors who can make their lives easier. Secondly, while we are all used to Free Advice, the concept of viewing the charges as an investment for future success is still lacking. After that people are looking for some quick fix solutions and expect an immediate and pointed ready made solution rather than viewing the mentoring as a process. Also during the process, students do not open up much and parents unnecessarily interfere and chip in on behalf of children which further restricts the child from opening up and articulating what is going on in his/ her mind. Post the session, mostly students do not stay in touch with mentor so any further exchange of updates and related inputs is an opportunity lost too.
On the mentor's side, there is not enough information at hand and lot of time is spent in initial session to understand the child and the parents. Considering the economics, a lot needs to be delivered in a short time which leads to taking some short cuts too which defeats the purpose of facilitation at times. Also, when "quantity" takes precedence, the quality takes a back seat.
Warren Bénins is in his book "On Becoming a Leader" that it is so important for a mentee to realize he/she needs a mentor and select the mentor. Approach someone and ask "can you be my mentor" is the first step in making a mentoring relationship successful in my experience. Of course Mentor must be someone who wants to medal for mentee and not for mentor. Selecting the right mentor /mentee is therefore very important.
When someone approaches me to be their mentor, I always assign them an initial reading project we can discuss at a specified future date. If the person shows no interest in completing the initial assignment then I will not mentor them. I have to be very judicious with my time so I need to know early if the mentee is devoted to investing time in their own career development. This strategy helps me to separate those who want to be mentored verse those who will be a waste of my time and energy.