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It turns out that mentoring is valuable to both the mentor and the mentee.
For the mentee, it seems that there are two of mentoring functions. First, career functions assist the mentee in gaining corporate exposure, learning about organizational life and learning specific job functions.
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Second, psychosocial functions arise through role modelling and counselling, which result in an increased feeling of competence, effectiveness and self-worth at work. For the mentor, positive outcomes include higher job satisfaction, organizational commitment, job performance, career success and lower turnover intent. Because mentoring is so beneficial to both mentor and mentees, Fellow has put together a guide on how to approach a mentor meeting, how to build your mentor relationship, how to further define your career path and how mentorship can contribute to your overall career development.
A mentor meeting is when a mentor and mentee who have been ased or who have committed to one another meet in order to build familiarity, set expectations for the relationship, and begin to learn from one another.
Discuss personal and professional history in order to establish a common ground. You can also talk about topics centered around leadership, situational advice and skills. This is especially true for the mentee. As a mentor, it may be important to ask the mentee to come prepared to the meeting with some questions to initiate the conversation and relationship. Prepare your meeting agenda in advance of the meeting and ask your mentor if they would like to add any topics for discussion.
As a mentor, think about which experiences may give a valuable perspective to your mentee, and which tips and tricks may be specifically beneficial to their career development in the industry. There are a multitude of mentor meeting topics that you can discuss, and this will depend on the interests of the mentee, as well as organizational needs. Here are some important topics that are worth covering in a mentor meeting:. Career development conversations are important and mentors can offer valuable advice in this domain, because they have likely worked through similar obstacles to the ones that the mentee is facing in their career.
Although career development interests differ, the mentor tends to have a strong organizational knowledge to do with how to gain experience or exposure in particular areas, which can help mentees move in a particular direction in their careers.
As a mentor, ask the employee questions about their optimal career path and questions that might prompt them to think about if their current position aligns with that path. This will help you understand what kind of guidance is going to be valuable to your mentee.
Another valuable mentor meeting topic is to give or receive situational advice. This way, there is always some delegated time to talk about an issue or roadblock the mentee has been facing. This type of topic can therefore be used time after time to address any immediate questions. Use a meeting agenda tool like Fellow to collaborate on meeting agendas, record decisions, and keep your mentee or mentor! Skill-related feedback has to do with specific job tools. For instance, this could be feedback on a de for a deer, on code for a software engineer, on a campaign or for a marketer, etc. As a mentee, think about which skills you already have, which skills you are seeking to gain and which mentors you want to focus on developing the most.
For the mentor, this is a good opportunity to assess the overall performance of the employee and then help direct them to the right resource to gain some more experience where their interests lie. This could be in the form of job shadowing, on-the-job meeting or simply collaborating with other co-workers in order to learn more in a specific area. It can be tough to identify which questions might be the most beneficial to a mentoring meeting.
Here are our top 5 tips to implement for your next mentorship meeting:. Preparation is key for these meetings to be effective. As a mentor and a mentee, make sure you prepare in advance!
The mentee should prepare the meeting agenda and send it ahead of time. Make sure to prepare some questions for your mentor so that you can make the most out of your discussion. The mentee and mentor need to collaborate in order to set some goals that you can work towards collectively. The mentee should highlight which areas they would like to develop and the mentor should think about how they can best support and guide the employee towards reaching their career development goals.
This is a great way to track progress and to realign on tangible actions that can be made towards achieving milestones at each mentor meeting.
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Remember that your mentor has your tool interest at heart and is putting a lot of time and energy into helping you realize your goals. Any kind of feedback that you receive is for your own benefit. You may not always agree with the feedback, but simply take note and consider it openly.
While some feedback may not resonate with you, a lot of feedback will provide valuable guidance. Clearly explain that the mentee needs to take the initiative and put in the work if they want to see and if they want to progress in their careers. Ensure that the mentee knows to come prepared to each meeting and is in the habit of sending the meeting agenda to you in advance, so that you are both prepared to have a productive and efficient meeting.
This means following up on discussions. You can create action items at the end of each mentor and as them to one another so that you are tracking the more tangible tasks.
Mentoring and the mentor relationship is reciprocal, collaborative and beneficial to both the mentor and the mentee. This is important to recognize for organizations and Human Resource professionals, so that they can make potential mentors aware of the organizational and psychological benefits available to them, by providing guidance to their colleagues, and with the hopes of attracting more interest in mentorship programs.
Make sure that prior to your first mentor meeting you think about which topics you want to cover and put them into a meeting agenda. You can then add relevant questions to each section as a prompt for further discussion. As always, thanks for ing us on the Fellow blog!
We look forward to seeing you again soon. Fowler, J. British Journal of Management1651— Ghosh, R. Career benefits associated with mentoring for mentors: A meta-analysis. Journal of Vocational Behavior83— Kate Dagher, BA Communications and Business Management, has a management and corporate consulting background, having worked in the public sector, sales and corporate finance.
She is now making a shift from business to psychology and bridging her knowledge from both domains, as she pursues a Graduate degree in psychology at Trinity College, Dublin. Kate is fascinated about how our physical environments influence our thoughts, behaviours, actions and wellbeing. She is a certified yoga teacher, a passionate writer and traveller.
Pro Tip Use a meeting agenda tool like Fellow to collaborate on meeting agendas, record decisions, and keep your mentee or mentor! Try it free. Learn more.
Mentees and mentors: how to ace your first mentor meeting
Tips for high performing leaders. About the author Kate Dagher Kate Dagher, BA Communications and Business Management, has a management and corporate consulting background, having worked in the public sector, sales and corporate finance. Try for free Request a demo.