Early in my career, mentoring was not a priority for me. I was solely focused on performing my own job duties. However, I soon realized how short-sighted that approach was. Receiving guidance from an experienced mentor is invaluable for career success. Even CEOs have mentors - we all need advice from time to time.
As our careers progress, we alternate between being mentored and mentoring others. This exchange of knowledge and guidance across generations helps companies thrive. Serving as a mentor enables us to demonstrate leadership capabilities while exponentially contributing to the organization's growth. The people we coach pass on aspects of our leadership style which influences other teams. In this way, mentoring defines an organization's culture.
But taking on a mentoring role can seem daunting. Where do you start? First, reflect on mentors who made an impact on your personal growth. Consider what made those relationships meaningful - then strive to pay that guidance forward. Identify colleagues eager to acquire new skills and institutional knowledge. Set defined objectives for the mentoring partnerships while remaining flexible to address their evolving needs. Most importantly, lead by example; embody the leadership qualities you aim to nurture. Your integrity and commitment will inspire others to one day pay it forward as mentors themselves.
Characteristics of a good mentor
- A workplace champion: A worthwhile mentor advocates for mentees and connects them with opportunities to advance their skills and career.
- Leads with integrity and humility: A strong mentor embodies high ethical standards, valuing honesty, fairness, and transparency, openly acknowledges their mistakes, and shows a readiness to learn and grow with their mentees.
- High Execution Rate: They consistently achieve their goals and objectives, inspiring confidence in their mentees.
- Respectful Communicator: Treats everyone with dignity and promotes an inclusive environment.
- Shares Knowledge Generously: Possesses a deep understanding of their field and offers practical knowledge and strategies for success.
- Trains others to surpass them: A remarkable mentor empowers mentees to develop unique skills and surpass the mentor's achievements, ensuring their legacy through the mentees' success.
- Calm under pressure: Maintains composure in difficult situations, offering grounded advice and preventing impulsiveness. They are Non-reactive.
Getting Started
Overview of the company and product
When mentoring it's important to put the right information in front of your mentee. Not all information is beneficial; they need specific knowledge to excel in their job. A good starting point is to create an onboarding document filled with useful links and resources.
A few concepts to cover when mentoring:
- Company Overview and Team Purpose: Discuss how the company evolved and history. Then dive into the mission, vision, and goals.
- Customer Insights: Describe the customer profile and its changes over the months and years. Discuss the efforts made to ensure customer happiness and the methods used to measure this satisfaction.
- Mentee Product Demo: Before demonstrating the product yourself, ask your mentee to do a demo first. This approach is beneficial as it provides insights into the first-time user experience, which can be valuable for future product improvements. Additionally, it allows you to understand the way they solve problems and their thinking process.
- Product Demo: Demo the product and explain the logic and reasoning behind its design and functionality.
- Competitive landscape: Provide a summary of the target customer persona and the marketing strategies used to reach them. Discuss how the product is positioned in the market, identify the main competitors, and talk about the markets you aim to penetrate. Evaluate what your company does well in comparison to competitors and identify areas for improvement. Also, mention competitors you admire and think are doing things right.
- Product Management Tools: Talk about the various software tools utilized for ticketing, roadmapping, and setting goals.
- Channels of Communication: Discuss the preferred methods of communication, highlighting various channels based on their urgency level. For immediate responses, mention the use of platforms like Slack or Teams, and for non-urgent matters, point out the use of emails. Also, explain which channels are appropriate for escalating situations.
- Team Process: Talk about the current framework in use, such as Agile, with specific methodologies like Scrum or Kanban. Review the various ceremonies and additional significant meetings. Explain what is covered in these gatherings to help distinguish between what's important and what's not.
- Insider Information on People Dynamics: Review the various personality types within the team and who to approach in specific situations. Highlight key individuals, the most effective ways to communicate with them, their main interests, and what they care about.
- Schedule List for people they will be working with closely: Create a list of team members your mentee will be collaborating with and arrange a time for them to meet and get to know each other.
- Fun Parts of the job: Explain what you enjoy about your job and what motivates you each morning. Also, suggest enjoyable Slack/Teams channels they can join to better connect with their teammates.
On The Job Mentorship
While mentoring and advice are valuable, it's real-world experience that propels someone furthest in their career. This is akin to post-college growth, where hands-on experience is crucial for career development.
Mentoring someone for on-the-job training involves a blend of guidance, support, and practical learning opportunities. Here are a few effective ways to mentor someone with on-the-job training:
- Structured Learning Plan: Develop a tailored training plan that outlines specific learning objectives, tasks, and timelines. This plan should be aligned with both the mentee's career goals and the organization's needs.
- Regular One-on-One Meetings: Schedule consistent meetings to discuss progress, address challenges, and provide feedback. These sessions are crucial for tracking the mentee's development and offering personalized guidance
- Shadowing: Allow the mentee to shadow you or other experienced employees. Observing day-to-day activities and how various situations are handled can provide invaluable insights into the job.
- Reverse Shadowing: In addition to traditional shadowing, implement reverse shadowing, where the mentor observes the mentee handling tasks. This approach allows the mentor to gain insight into the mentee's work style, strengths, and areas for improvement.
- Role-Playing and Simulations: Use role-playing exercises to simulate real-life scenarios. This can help the mentee develop problem-solving skills and gain confidence in handling similar situations in their role.
- Encourage Independent Projects: As the mentee gains more confidence, assign projects they can handle independently, offering support as needed. This creates a sense of ownership and responsibility.
- Resource Sharing: Share relevant resources such as articles, books, online courses, or internal documentation that can aid the mentee’s learning process.
- Collaborating on your work: Involve the mentee in your current work, discussing decisions and encouraging their input. Participate in collaborative brainstorming, possibly using white boarding, and let them lead parts of the project, guiding as needed. This exposure to advanced or strategic work clarifies higher-level responsibilities.
- Collaborating on their work: Guide them in making thoughtful decisions. Check their writing before it's shared with others. Offer them an opportunity to rehearse presentations in front of you.
Mentoring for on-the-job training is not just about imparting knowledge; it's also about inspiring, encouraging, and supporting the mentee to reach their full potential.
Include feedback in 1-on-1's
When you meet with your mentee, focus on their growth. While tactical discussions are important, ensure you also talk about opportunities for development. If your meetings are weekly, dedicate the final session of each month specifically to growth-related discussions.
Sponsorship
While a mentor primarily provides guidance, advice, and support, a sponsor takes a more active and influential role in propelling their mentee's career forward. The truth is in order to really help someone in their career, you need to do more than just give advice. You should use your influence to help them get the recognition and chances they earn.
Here's how a sponsor is not just a mentor and what you can do to help your mentee:
- Advocacy: Sponsors actively advocate for their mentee's career advancement within the organization. Unlike mentors, who might help with skill development and offer advice, sponsors use their influence and position to actively endorse their mentee for promotions, important projects, or key roles.
- Visibility: Sponsors work to increase the visibility of their mentee’s achievements and potential within the organization. They might highlight the mentee's accomplishments in high-level meetings or connect them with influential figures in the industry.
- Opportunity Creation: Sponsors often have the power or connections to create opportunities for their mentee. This can include recommending them for challenging projects, introducing them to a wider professional network, or ensuring they are considered for career advancement opportunities.
- Direct Intervention: In situations where the mentee faces obstacles or challenges, a sponsor can intervene directly to provide support. This could be in the form of negotiating on their behalf, providing resources, or removing barriers that might hinder their career progress.
- Risk-Taking: Sponsors sometimes take risks to push their mentee's career forward. They might champion an unproven talent or advocate for their mentee's involvement in high-profile projects, showing a level of confidence in their abilities.
- Feedback and Guidance: While this is a common role of mentors as well, sponsors also provide feedback and guidance. However, their advice often focuses more on navigating organizational politics, strategic career moves, and making the most of opportunities within and outside the organization.
In essence, while a mentor might help you grow and develop professionally, a sponsor is someone who will actively champion your career within the corridors of power, opening doors and facilitating your upward trajectory.
Let's Grow
Giving Feedback- Do's and Don'ts
Providing feedback as a mentor is crucial for the growth and development of your mentee. Here are some key do's and don'ts to keep in mind:
Do's
- Be Specific: Provide clear, specific feedback. Instead of vague comments, pinpoint exact behaviors or actions and explain how they impact the mentee’s work or development.
- Be Constructive: Your feedback should be aimed at helping your mentee grow. Offer solutions or suggestions for improvement along with any criticisms.
- Focus on Behavior, Not Personality: Comment on the mentee’s actions or work, not their character. This helps avoid defensiveness and keeps the feedback objective.
- Maintain a Positive Tone: Even when delivering critical feedback, maintain a respectful and positive tone. Balance negative comments with positive reinforcement.
- Be Timely: Offer feedback soon after the relevant incident or behavior. Delayed feedback can be less effective and may seem irrelevant.
- Listen Actively: Be open to hearing your mentee’s perspective. This can provide context and make the feedback session more of a two-way conversation.
- Encourage Self-Assessment: Prompt your mentee to reflect on their own performance. This helps them develop self-awareness and take ownership of their growth.
- Set Goals and Action Plans: Use the feedback session as an opportunity to set goals and develop action plans for improvement.
- Follow Up: Check in on your mentee’s progress after the feedback. This shows that you are invested in their development.
Don'ts
- Don’t Make it Personal: Avoid personal attacks or comments that can be perceived as such. Keep the focus on behaviors and outcomes.
- Don’t Use Generalizations: Avoid statements like “You always…” or “You never…”. These can seem accusatory and unfair.
- Don’t Give Feedback in Public: Provide feedback in a private setting to avoid embarrassment and ensure a more open discussion.
- Don’t Make Assumptions: Avoid jumping to conclusions without understanding the full context. Ask questions if necessary.
- Don’t Dominate the Conversation: Feedback should be a dialogue, not a monologue. Allow your mentee to express their views.
- Don’t Be Overly Negative: Overwhelming your mentee with negative feedback can be demoralizing. Aim for a balanced approach.
- Don’t Ignore the Positive: Failing to acknowledge what your mentee is doing well can demotivate them. Recognize their strengths and successes.
- Don’t Be Vague: Avoid giving unclear or non-specific feedback that leaves the mentee confused about how to improve.
- Don’t Forget Cultural Sensitivities: Be mindful of cultural differences that might affect how your feedback is received and understood.
Remember, the ultimate goal of feedback in a mentorship relationship is to cultivate growth and development, so approach each session with a mindset of support and constructive improvement.
Types of Feedback
Providing comprehensive and effective feedback is a key component of successful mentorship. Here are various types of feedback that mentors should share with their mentees:
- Constructive Feedback: Address areas where the mentee can improve. This should be specific, actionable, and framed positively. It's important to focus on behavior or outcomes, not personality.
- Positive Reinforcement: Acknowledge and reinforce what the mentee is doing well. Positive feedback boosts confidence and motivation, and it helps reinforce good practices.
- Developmental Feedback: Offer insights and suggestions that can help the mentee develop new skills or enhance existing ones. This could include recommending training, courses, or reading material.
- Performance Feedback: Regularly discuss the mentee's performance, particularly in relation to specific goals or benchmarks that have been set. This helps the mentee understand where they stand and what is expected of them.
- Career Advancement Feedback: Share your thoughts on how the mentee can advance their career. This could involve advice on networking, career paths, and potential next steps.
- Behavioral Feedback: If there are behavioral issues impacting the mentee’s professional relationships or work performance, it’s important to address these sensitively and constructively.
- Goal-Oriented Feedback: Relate your feedback to the mentee’s personal and professional goals. This helps in keeping the feedback relevant and aligned with their aspirations.
- Situational Feedback: Offer feedback in response to specific situations or challenges the mentee has faced. This contextual feedback is often very practical and immediately applicable.
- Feedback on Soft Skills: Comment on the mentee’s communication, leadership, teamwork, problem-solving, and other interpersonal skills. These are crucial for professional success.
- 360-Degree Feedback: If possible, gather and share feedback from a range of sources – colleagues, managers, and others who interact with the mentee. This provides a more comprehensive view.
- Cultural or Organizational Feedback: Provide insights into the cultural norms of your industry or organization, especially if the mentee is new or unfamiliar with the environment.
- Feedback on Work-Life Balance: Offer guidance on managing work-life balance, which is essential for long-term career success and personal well-being.
💁♀️ Tip: Be thorough and specific when it comes to feedback.
Effective feedback is not just about pointing out areas for improvement; it’s equally about encouraging and guiding your mentee towards personal and professional growth. Remember to tailor your feedback to the individual needs and context of your mentee.
Seek feedback on your mentorship
Seeking feedback from both your mentee and your boss is beneficial for several reasons. For one, it helps ensure the effectiveness of your mentoring approach. Feedback from your mentee can provide valuable insights into what is working well and what might need adjustment in your mentorship style. It fosters open communication, builds trust, and encourages a two-way learning process. Your mentee's perspectives can highlight areas you might not have considered, leading to a more tailored and impactful mentorship experience.
On the other hand, receiving feedback from your boss offers a different, often more strategic viewpoint. Your boss can assess how your mentorship aligns with organizational goals, provide guidance on professional development strategies, and suggest ways to enhance your mentoring skills in the context of broader team dynamics and company objectives. Together, this feedback is instrumental in shaping a well-rounded, effective mentorship approach that benefits not just the mentee, but also aligns with the goals and values of the organization.
Give your mentee autonomy when solutioning
Guiding your mentee to find solutions is key in mentorship, but it's essential to let them take the lead. Simply advising or instructing them on problem-solving won't fully equip them for future challenges. Autonomy is incredibly important, and allowing them to think for themselves builds their confidence and character. Your goal as a mentor should be to help your mentee become self-sufficient and capable of thinking and solving problems on their own.
Guided Discovery
Navigating the process of helping your mentee gain autonomy in problem-solving involves a delicate balance of guidance and letting them take the lead. The main way to do this is through guided discovery. This is when you ask open-ended questions that lead your mentee to think through the problem and come up with solutions on their own. This method encourages deeper thinking and self-reflection, leading mentees to discover solutions on their own.
Here's a deeper look into how you can apply guided discovery through the use of open-ended questions:
- Exploratory Questions: These questions are designed to help the mentee explore the problem more deeply. Examples include:
- "What do you think is causing this issue?"
- "Can you walk me through your thought process so far?"
- Possibility Questions: Such questions encourage the mentee to think about potential solutions or different approaches. For instance:
- "What are some ways you could approach this challenge?"
- "How might you tackle this if you had unlimited resources?"
- Reflective Questions: These questions prompt the mentee to reflect on their experiences and feelings. Examples are:
- "How did you feel when that happened?"
- "What did you learn from that experience?"
- Clarifying Questions: These are used to ensure understanding and to encourage mentees to think more precisely about the issue. For example:
- "Can you elaborate on what you mean by that?"
- "What specifically about the situation is most challenging to you?"
- Consequence and Implication Questions: These questions help mentees consider the broader impacts of potential decisions. Such as:
- "What do you think will happen if you take that action?"
- "How might this decision affect other aspects of the project?"
- Goal-Oriented Questions: These questions focus on the desired outcomes and how to achieve them. Examples include:
- "What is your ideal outcome in this situation?"
- "What steps do you think are necessary to reach that goal?"
- Perspective Questions: These encourage mentees to consider other viewpoints or to step back and see the bigger picture. For example:
- "How do you think your team would view this problem?"
- "If you were in your colleague's position, how would you perceive this issue?"
Using open-ended questions not only guides mentees to find their own solutions, but also develops their critical thinking and problem-solving skills. It's a process that empowers mentees to become more independent and confident in handling future challenges.
Critiquing their work
Providing feedback to a mentee in a way that is constructive and supportive, focusing on critiquing their work rather than criticizing them, is necessary for their growth and development.
Here are some effective ways to do this:
- Be Specific and Objective: Avoid vague statements and focus on specific aspects of their work. Use objective language and avoid personal opinions or emotions. For example, instead of saying, "This report isn't good," you could say, "The report could be improved by including more detailed analysis in section three."
- Focus on Behavior, Not Personality: Your feedback should be about the work or behavior, not the person. Avoid making it personal. For example, instead of saying, "You’re disorganized," say, "Organizing your data more effectively could enhance the clarity of your findings."
- Offer Constructive Suggestions: Always pair critiques with suggestions for improvement. This shows that your aim is to help them grow, not just to point out flaws. For example, "The presentation could be more engaging if you add some interactive elements."
- Encourage Self-Reflection: Ask questions that prompt the mentee to reflect on their work and identify areas for improvement themselves. For example, "What do you think went well in this project, and what could have been done differently?"
- Positive Reinforcement: Make sure to recognize what they are doing well. This helps build confidence and reinforces positive behaviors and practices.
- Use 'I' Statements ("I like", "I wish," "I wonder": Frame your feedback from your perspective to avoid sounding accusatory. For instance, "I noticed that the project timeline wasn’t met. What do you think were the barriers?"
- Be Empathetic: Understand that receiving critique can be tough. Show empathy and be receptive to their feelings and responses.
- Share stories: Use your own stories and personal experiences to explain your reasoning behind the decisions you made.
- Efficiency: Critiquing can sometimes have the opposite effect of someone thinking they need to do more and are constantly pursuing perfectionism. Show your mentee where they could have worked faster by taking shortcuts or deciding it was good enough.
By following these approaches, you can ensure that your feedback is constructive, supportive, and ultimately helps your mentee to learn and improve in their work.
Final Words 📖
A good mentor does more than just advocate in the workplace; they lead with integrity and humility, consistently meet their goals, communicate with respect, and generously share their knowledge. They empower their mentees to reach and even surpass their own achievements, while also maintaining composure under pressure. Mentorship is not just about giving advice; it's about encouraging independence and confidence, allowing mentees to take charge of their problem-solving processes. Beyond mentorship, there's the role of a sponsor - someone who not only guides but also proactively advocates and intervenes to help advance the mentee's career.
Ultimately, the essence of mentorship is to guide mentees towards becoming self-reliant and capable of independent decision-making. This not only prepares them for their future roles but also nurtures a culture of continuous learning and development within the organization, ensuring a legacy of effective leadership and mentorship for generations to come.