Leadership Academy Mentorship Program Mentor and Mentee Guide

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1 Leadership Academy Mentorship Program Mentor and Mentee Guide Table of Contents Program Goals... 2 The Mentoring Relationship and Duration... 2 Mentor Role and Benefits... 2 Mentee Role and Benefits... 3 The Mentoring Process and Communication... 4 Introductory Session...4 The First Meeting...4 Future Meetings...4 Guiding Questions for Mentors and Mentees... 5 Mentor Guiding Questions to Ask Mentees...5 Mentee Guiding Questions to Ask Mentors...5 Meeting Documentation... 5 Sample Activity Log...6 Resources... 6 When you give of yourself, it benefits you, the organization, and the receiver. -John C. Maxwell Leadership Academy Mentorship Program - Mentor and Mentee Guide Page 1 of 6

2 Program Goals Leadership Academy Mentorship Program Mentor and Mentee Guide The Leadership Academy Mentorship Program provides the resources and support to have an effective mentor and mentee relationship. The goal of the program is to help:! Clarify the roles of a mentor and mentee relationship! Provide insights and practical advice directed toward personal and professional development! Develop lasting relationships! Establish accountability! Develop skills and enhance self-awareness! Broaden networks! Facilitate honesty while maintaining confidentiality in relationships! Encourage mentees to believe in themselves and boost their self-worth! Encourage mentors to better develop their skills in leaving a legacy and helping others grow to their true potential! Help mentors ask questions and challenge mentees to reach new levels of achievement! Develop mentors skills in providing constructive feedback and guidance! Develop mentees skills in being receptive to feedback and to implementing mentor suggestions The Mentoring Relationship and Duration Mentors and mentees will be matched based on interests, experiences, and skills. A positive mentoring relationship will extend beyond the Leadership Academy schedule, though your only obligation is for the duration of the year. An effective mentoring relationship will help you better know your own strengths and opportunities for improvement. Lifelong continual learners see the most benefit from these relationships. Both the mentor and the mentee have responsibilities to the mentoring relationship and to each other. Both shall maintain a professional, ethical demeanor and respect each other s opinions. The process includes listening, gathering information, planning, discussion, and action. The mentee will describe his or her goals and current experiences. The mentor will provide guidance and advice to the mentee based on the mentee s goals, interests, abilities, and challenges. Together both will determine tasks and timelines tailored to achievement of goals. Both the mentor and the mentee must be able to commit time and energy to the relationship, and to honor the commitments made. The Leadership Academy mentoring program enables flexibility in the duration and frequency of your mentoring relationship. At a minimum, bi-monthly contact is strongly encouraged. When the formal relationship is completed, the mentor and mentee may decide to establish a long-term relationship. Mentor Role and Benefits Being a mentor can be a rewarding way to share your knowledge and experience by preparing mentees for their careers ahead. Keep in mind that a high level of engagement will provide the support and guidance the mentee needs to be the primary driver of his or her own development. To maximize success as a mentor, you should: Be committed to the mentee s growth and development. Leadership Academy Mentorship Program - Mentor and Mentee Guide Page 2 of 6

3 Be a good role model. Be an active and patient listener. Be approachable and transparent. Show empathy and understanding. Give honest advice when needed by: - Providing constructive feedback. - Explaining an inside view of what really is happening. - Being open-minded and able to value different perspectives. Offer constructive feedback and direct mentee actions to a successful path. Identify opportunities or special skills in the mentee that further development. Be generous with specific praise, and gentle with important corrections. Be clear about expectations and the progress of the relationship. Challenge and support the mentee to spur growth. Hold the mentee accountable to tasks and deadlines. Respond to the mentee s needs. Encourage the mentee to develop to his or her fullest potential. There are many benefits of being a mentor. Through mentoring, you will: Build your leadership skills. Improve your communication skills. Gain new perspectives. Receive personal satisfaction. Build a legacy that is rewarding and gratifying. Mentee Role and Benefits Mentees have the majority of responsibility in a mentoring relationship. Mentees must be willing to be challenged in order to reach their true potential. To maximize success as a mentee, you should: Be responsible for scheduling and preparing for mentoring meetings. Set reasonable goals and expectations with the mentor. Value mentor insights and action items. Follow through with mentor suggestions. Be clear about expectations and the progress of the relationship. Be an active and patient listener; hear out the mentor. Be committed to your own growth and development through the mentorship program. Accept praise and seek constructive feedback. Be honest with responses and feedback. Express concerns and other feelings to the mentor. Identify opportunities to improve the process based on what has been learned. Identify high-value topics and activities with the mentor. Be specific about what kind of support you value. Have gratitude for your mentor s time and efforts. There are many benefits of being a mentee. Through mentoring, you will: Receive valuable advice. Gain new perspectives. Improve your communication skills. Build your professional network. Develop your knowledge and skills. Leadership Academy Mentorship Program - Mentor and Mentee Guide Page 3 of 6

4 Gain clarity on next steps for success. Improve your accountability. Define career goals. The Mentoring Process and Communication Mentors and mentees are both likely to be very busy and have competing commitments. Clear, early, and often communication about conflicts or time constraints will help. Once the mentor and mentee are paired, your first task is to reach out to one another to schedule an introductory call or face-to-face meeting. In person meetings work best, but you have the flexibility to agree on how you would like to communicate. Introductory Session Formal Introductions- Share backgrounds, interests, interesting facts, etc. Personal Goals- Discuss goals, aspirations, and transitions. Expectations- Discuss requests and specific goals that the mentor and mentee have for the mentoring process. Set the next official meeting date and time. Note: The introductory session is intended to ensure that you are a good fit for one another in terms of your goals, availability, and expectations. Use this time to gauge if you think the match will work well. If the introductory session raises concerns about the mentor-mentee pairing, contact Dr. Gabrielle K. Gabrielli. The First Meeting Establish frequency of contact, modes of communication (virtual or actual), and reporting. Discuss desired results. Set reasonable goals and expectations. Identify high value topics and activities. Set a communication and meeting schedule. Determine how best to reassess direction and goals. Future Meetings Mentees are responsible for scheduling meetings and setting the basic agenda. Mentors and mentees should attend all scheduled meetings. Mentees must come to meetings prepared including following up on any agreed upon tasks or action items. Accountability is key. Mentors and mentees should maintain a log of each meeting. Mentors should listen actively and ask questions to guide the conversation. Mentees should express gratitude for the guidance mentors provide. Regularly monitor success of the program and modify your mentoring plan as needed. Ensure confidentiality. Be respectful. Leadership Academy Mentorship Program - Mentor and Mentee Guide Page 4 of 6

5 Guiding Questions for Mentors and Mentees At the heart of any good mentoring relationship is the ability to ask great questions. Below are some guiding questions for mentors and mentees. Mentor Guiding Questions to Ask Mentees 1. What motivates and inspires you? 2. If money were no object, what would you dream of doing? 3. What qualities do you seek in the people you hire and why? 4. What do you want to be and do? 5. Where do you see yourself in five years? 6. What are you doing well now that will help you achieve your goals? 7. What is holding you back? Why? 8. What do you fear the most? 9. What are you doing to overcome your fears? 10. How can I best help you? 11. How committed are you to achieving success? 12. How do you deal with any setbacks, failures, or roadblocks? 13. How receptive are you to constructive feedback? 14. How willing are you to implement suggestions I offer? 15. Are you happy? 16. What are your expectations for an effective mentoring relationship? Mentee Guiding Questions to Ask Mentors 1. What motivates and inspires you? 2. How did you get where you are today? 3. What do you like most about what you do? 4. What skills or characteristics set you apart from others that have helped you be so successful? 5. How do you manage work and life balance? 6. What do you like to do most when you are not working? 7. What is a typical day like for you? 8. Who is your hero? Why? 9. How do you deal with any setbacks, failures, or roadblocks? 10. What makes you most proud? 11. What books do you recommend I read or activities do you recommend I take part in? 12. With what organizations or people do you recommend I connect? 13. What are the most important skills or characteristics I should work to develop that would help me achieve success? 14. Who are your mentors? 15. What can I do to help you? 16. What are your expectations for an effective mentoring relationship? Meeting Documentation The mentor and mentee will both keep an activity log that records the frequency and types of activities and discussion points from each meeting. You will find a sample activity log on your website portal or use your own journal. The mentor and mentee both should record each activity and provide a summary of each contact and an assessment of the mentoring plan including any suggested changes. Your log or journal should be updated at least monthly even to note that no meeting took place. Leadership Academy Mentorship Program - Mentor and Mentee Guide Page 5 of 6

6 The log or journal should contain: Activities Topics of discussions and needs Reflection on key success factors, challenges, and suggestions Action items and deadlines Follow up activities Sample Activity Log Date Mode of Communication Discussion Topics/Needs Results and Reflections Follow Up/Action Items Deadline Resources Dr. Gabrielle K. Gabrielli, program coordinator Leadership Academy participants Open forum discussions during sessions Leadership Academy website portal Articles for mentees: - Forbes article (28 Feb 2014), 10 Killer Questions To Make The Most Of Your Mentor Meeting - AWNY Mentoring Community article (2010) - 10 Questions You Should Ask Your Mentor - The Center for Association Leadership s How to Be a Good Mentee Articles for mentors: - Forbes article (17 May 2013), How to Be a Great Mentor - Harvard Business Review (2009) article for mentors, Five Questions Every Mentor Must Ask - The Center for Association Leadership s How to Be a Good Mentor If you're not reaching back to help anyone then you're not building a legacy. - Germany Kent Leadership Academy Mentorship Program - Mentor and Mentee Guide Page 6 of 6

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