Establishing a successful mentor-mentee relationship is based on mutual trust and respect. As a mentor, it is essential to keep the agreed mentoring appointments, respect confidentiality, and not violate the trust of your mentee. To ensure a successful relationship, it is important to create a six- to 12-month plan that outlines the frequency and results of meetings, how to maximize the relationship, communication preferences, and objectives for working together. It is also essential that you do not impose what you think is right on your mentee, either overtly or covertly.
Before starting the mentoring relationship, it is important for the mentor to help the mentee define clear objectives to provide purpose for the mentoring. The mentor should be a source of support and feedback rather than expecting the mentee to become their clone. Overloading the mentee with information and expecting them to do all of your work are two examples of unrealistic expectations that can have a negative impact on the relationship. According to 15 members of the Forbes Coaching Council, one of the biggest mistakes a mentor can make is not setting up a road map. Without a clear structure, expectations for the association are often not expressed.
A better approach is to create a six- to 12-month plan that outlines the frequency and results of meetings, how to maximize the relationship, communication preferences, and objectives for working together. As the relationship between them develops, the mentor must take care to guide the mentee to create a path for himself that is in line with the mentee's core strengths and values. If there are doubts or resistance, it is important to consult the director of the mentoring program. Once you have committed to being a mentor, it is imperative that you make space in your calendar to work with the people you are developing. When joining a new company, a mentor can help show you the ins and outs and answer any questions you may have.
It is essential that you do not impose what you think is right on your mentee, either overtly or covertly. Before starting the mentoring relationship, it is important for the mentor to help the mentee define clear objectives to provide purpose for the mentoring. Overloading the mentee with information and expecting them to do all of your work are two examples of unrealistic expectations that can have a negative impact on the relationship.
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