So you’ve got a mentoring programme in place that you’re involved in, (either as a mentor or mentoree). How do you go about making the most of your meetings?
After a mentoree has been matched with an appropriate mentor, based on their experience and career needs, the mentoring relationship begins in the form of ‘one-on-one’ meetings. Mentoring relationships tend to be more satisfying and successful for both parties when certain elements are in place, and when both the mentor and mentoree are clear on why they have been matched and the reasons for their meetings.
Listed below are suggested items to be discussed, and routines to be set up to ensure you make the most of your time in mentoring meetings:
Your First Meeting
- Clarify the views held by both parties concerning the roles that each will play in the mentoring relationship.
- Discuss why the mentoree decided to take part in a mentoring programme.
- Discuss and note the items that the mentoree wishes to cover and resolve during the period of the mentoring relationship.
- Are there any other advisors, counsellors currently being consulted?
- Confirm the relationship boundaries of the mentoring relationship (eg. not offering specific business advice or counselling of a personal nature).
- Discuss the confidentiality of the meetings and the need to share confidential information during the course of meetings.
- Confirm the venue, timing and duration of future meetings, and who will be responsible for recording of the items discussed and agreements made.
- Discuss the format of a mentoring plan, to be the basis of the future mentoring relationship.
Subsequent Meetings
- Prepare for the forthcoming meeting. Review notes of the previous meeting(s), decisions taken and agreements made.
- Spend time initially discussing issues/items of importance that have arisen since the last meeting and could affect the mentoring relationship.
- Commence or add to the design of a Mentoring Plan that should include the management goals and aspirations of the mentoree.
- Progress/discuss the goals and issues laid out in the mentoring plan.
- When applicable complete a six-month evaluation.
- Confirm progress against the mentoring plan and when applicable plan when and how to complete the mentoring relationship.
All meetings should be held in an atmosphere of open discussion, searching questions should be asked and reflective and empathetic feedback provided.
