Do provide guidance, support, and feedback to your mentee.
Do share your knowledge, skills, and experiences openly.
Do actively listen and pay attention to your mentee’s needs and goals.
Provide guidance based on past experiences
To facilitate opportunities for growth and development.
Help mentee identify problems and solutions
Do respect your mentee’s perspective and individuality
Create a positive relationship and climate of open communication and trust
Challenge the mentee to think critically, explore new ideas
Share stories, including mistakes
Solicit feedback from your mentee
Come prepared for each interaction
Open up your network
Counsel that failing is OK
Give examples
Motivate
Mentee’s Dos
Don’t expect the mentor to do all the work for you.
Don’t be afraid to ask for help or clarification when needed.
Don’t neglect mentor’s times, and the mentoring relationship.
Don’t forget to follow through on commitments or action items.
Don’t expect your mentor to do the work or tell you what to do
Don’t become dependent on your mentor
Don’t be over-awed by your mentor – mentors are doing this because they want to
Don’t be too passive
Don’t break trust
Don’t cancel meetings at short notice
Don’t involve your mentor in your problems; they are not psychologists.
Mentee’s Don'ts
Don’t expect the mentor to do all the work for you.
Don’t be afraid to ask for help or clarification when needed.
Don’t neglect mentor’s times, and the mentoring relationship.
Don’t forget to follow through on commitments or action items.
Don’t expect your mentor to do the work or tell you what to do
Don’t become dependent on your mentor
Don’t be over-awed by your mentor – mentors are doing this because they want to
Don’t be too passive
Don’t break trust
Don’t cancel meetings at short notice
Don’t involve your mentor in your problems; they are not psychologists.
Mentor’s Don'ts
Don’t impose your agenda or priorities on the mentee.
Don’t be overly critical or judgmental in your feedback.
Pay attention to providing constructive support and encouragement.
Don’t make assumptions or decisions for the mentee without their input.
Don’t intervene too quickly with advice
Don’t create a dependency
Don’t make this about you – this is about your mentee
Don’t expect your mentee to stroke your ego
Don’t break trust
Don’t get involved in your mentee’s problems – you are not a psychologist
Don’t become involved personally with your mentee!
Mentor's Preparation
Clarify why you want to be a mentor and what your mentoring approach is.
Familiarize yourself with the Mentee’s background, including their work experience, education, and goals.
Set clear boundaries and expectations- establish what you can offer as a mentor, including your availability, expertise, and limitations.
Determine how much time you can commit to the mentorship and what format works best for you (e.g., regular meetings, email exchanges).
Establish a communication plan – Think how you communicate with your mentee.
Mentee’s Preparation
Define goals: Clarify what you want to achieve through mentorship, such as career advancement, skill development, or overcoming challenges.
Research your Mentor: Learn about your Mentor’s background, expertise, and experiences to understand how they can support your goals.
Self-assessment: Reflect on your strengths, weaknesses, skills, and areas for development to better understand your needs and areas where mentorship could benefit you.
Set expectations: Think about the topics you’d like to discuss with your mentor, such as career advice, industry trends, or professional development strategies.
Establish a communication plan: Think how you communicate with your mentor.
