Mentoring Beyond the Basics a New Approach

Recently, I read several articles on mentoring as I prepared for a session with one of my new mentees. Prior to reading the articles I gave a self-assessment worksheet to the Mentee to complete prior to our session. As I refreshed my skills to prepare for the task as a mentor, I reflected on the skill sets that my mentors passed on to me. Now I must let you know that I am from the Baby Boomers Generation and so is the mentee. It was a new experience in that I was mentoring and individual that has no similar career track as mines. She is a License Mental Health Therapist and Psychiatrist. She first approaches me I said to her I have several Medical Doctors that I can refer you to that may be a better match for you. She said, no they are look for mentor too outside of their medical professions. She wanted someone diverse in skills, career paths and experience and worked in the federal sector, military and volunteer on boards of directors like I do. She said I watch you for years. You are a pacesetter and I know why they call you the Empowerment Doc, because you bring energy and encouragement to those that feel hopeless.

In reading one particular article I remember that the write expound on two relevant fact that impacts mentor and mentee relationships today in a fluid and unstable economy and workforce. The Past Rule was mentors and protégé should mirror each other or have lots of commonalties. The Now Rule is that the best combination of mentor / mentee is mismatches. That is, because you have to acquire a pletera skills and experience to be competitive in today’s current environment. My three best tips I gave to new mentees relates to the relationship which the mentee may expect versus what it will actually be.
In basic terms it is the mentor and mentee initial contract. It is unique for every situation but there are some basic that can get you started as a mentor for career employees and leaders.

Mentor's role is to empower the mentee to be decisive independently. Mentors do not set career goals for mentee or protégés; promise mentee any jobs or promotion; and should be candid and truthful with mentee. Likewise, the Mentee is solely responsible for their self-development and career development. There must be and understood willingness to change if the mentee wants to grow. Communication is critical during the mentor/mentee relationship and the mentee much be open to both positive and negative feedback directed to improve and enhance the mentees. I advise my mentees to develop a career development plan and revisit it every six months and revise as appropriate if needed.
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