Your expertise and experiences: what do you have to offer?
Your communication: how do prefer to communicate?
Your bandwidth: how much time do you have?
Your limits: time and expertise
Your expectations of the mentee and the mentoring experience
Qualities for Success
Exhibit admirable personal qualities, including enthusiasm, compassion and selflessness.
Act as a career guide, offering a vision but purposefully tailoring support to each mentee.
Make strong time commitments with regular, frequent and high-quality meetings.
Support personal/professional balance.
Leave a legacy of how to be a good mentor through role modeling and instituting policies that set global expectations and standards for mentorship.
Self-Assessment: How good a mentor are you?
As a mentor, are you available? Do you appreciate individual differences? Are you able to use self-direction and questioning in guiding your mentee? Do you celebrate your mentee’s success? Are you able to provide your mentee with not only skill development but networking opportunities, as well
Mentoring relationships are often tailored to the mentoring needs in terms of providing career advancement interventions and psychosocial support. Mentors are encouraged to establish early on the expected roles and responsibilities of the relationship with their mentee.
Lee A, Dennis C, Campbell P. Nature’s guide for mentors. Nature. June 2007; Vol. 447(14): 791-797.
One of the critical responsibilities for a mentoring relationship is to aid the mentee in setting and achieving career goals for short and long-term aspirations, as well as, periodically evaluating new opportunities that arise. In addition, framing these career goals with respect to personal life ambitions and commitments is often necessary.
We encourage mentors to utilize these templates to assist your mentee in establishing career goals, a work-life integration strategy and evaluating opportunities that arise.
Encourage the mentee to complete an Individual Development Plan (IDP) at the beginning of each academic year and update annually.
Assess the viability of the IDP and work-life integration strategy and provide honest feedback.
Establish a clear understanding of your role in assisting your mentee in achieving his/her goals. Is your role to advise, suggest or listen? Will your mentee’s goals require you to provide something other than guidance? How can you be most helpful to your mentee?
30 minutes: Assist with ongoing projects (goal setting, suggest resources, agree on a timeline.) Provide career guidance for CV and Individual Development Plan IDP (current and long-term goals.) Consider networking opportunities and committee or professional organizations for the mentee.
Wrap up, clarify expectations and schedule next meeting.
Evaluation and Feedback
Giving and receiving feedback
Mentees require honest, candid, time-sensitive feedback from their mentor. Reciprocal and on-going feedback between the mentor and mentee is vital to the mentoring partnership. Click the image on the left to view a diagram of mentor/mentee feedback.