Mentee Toolkit: Ten Tips For Mentees

Mentee Toolkit
Ten Tips for Mentees

1) Initiate. In order to sustain the mentoring relationship, take the initiative to ask
your mentor a question, to let him or her know your educational and professional
interests and objectives, and to ask about his/her own experiences.
2) Honor your commitment. Your mentor probably has a very demanding job. He or
she has volunteered to take on the added responsibility of mentoring. Please be
appreciative of your mentor’s time and investment; respond in a timely manner to
your mentor's questions and comments. If you don't have the time to respond at
length, send a short message letting this person know you will be in contact when
you have the opportunity.
3) Help Your Mentor Help You. Tell your mentor how she/he can be most helpful to
you.
4) Expect Support, Not Miracles. You can expect a certain level of support and
advice from a mentor, but he or she can't solve your problems for you. Perhaps the
most valuable quality a mentor can offer is an alternative point of view. A mentor
can put the situation in perspective, offer feedback, serve as a sounding board, and
identify others whose brain you might pick or activities you can engage in or small
ways you can position your work to meet your goals as well as resources that may
be helpful to you.
5) Communicate clearly. Initiate contact with your mentor if you have questions or
would like to discuss something. Identify your needs and communicate them as
clearly as possible to your mentor. It may be helpful to put some focused energy
into organizing your thoughts and concerns before talking to your mentor, so that
the time is spent wisely.
6) Be Teachable. Be willing to learn new things, obtain another perspective, and be
responsive to suggestions and constructive criticism.
7) Keep Up Your End. Work hard at being a good mentee.
8) Follow Through. When you decide to act on your mentor’s suggestions, act in a
timely manner and then report back to him/her.
9) Look ahead at your calendar. Are there any days you know that you'll be offline
or ultra-busy? If so...let the other person know, so that if s/he doesn't hear from you,
she knows it's because you're away or you're swamped.
10) Correct Misunderstanding When They Happen. Get in touch with your mentor
before a concern becomes a problem.
Reasonable Expectations for Mentors and Mentees
Mentors and mentees typically enter their relationships with assumed expectations of
each other. At times, some can experience disappointment because expectations weren’t
met or even discussed. To prevent this and help you with your planning, the table below
lists some common, reasonable expectations. In many cases, the expectations are similar
or the same. A mentoring relationship is a partnership, with both people showing respect
and support for each other.
Discuss these expectations early in your mentoring partnership. You may want to add
other expectations the two of you identify.
Mentors Mentees
Meet as often as your schedules permit. Meet as often as your schedules permit.
Provide help by answering questions. Serve Take initiative to drive the relationship and
as a learning broker, and be a sounding be responsible for your own career
board for issues relating to the mentee’s development and planning. Ask questions.
career goals and development. Talk about
skills mentee could acquire to add value.
Discuss eliciting getting feedback and help Focus and be interested in getting feedback
mentee look for information on impact and measuring how you are perceived.
he/she is having.
Provide suggestions and advice on goals Ask for suggestions and advice early in the
and activities that lead to effective and relationship. When advice is given, listen
rewarding work at the Bank. Tell stories to the mentor, apply at least some of their
about how others made their way in the ideas, and let him or her know the results.
Bank that might be relevant to the mentee.
Be a catalyst for mentee developing his/her Elicit Mentor’s advice on developing other
own network. Point to others he/she might informal mentoring relationships
reach out to and engage.
Keep any commitments made. Keep any commitments made.
Keep confidences with mentee Keep confidences with mentor.
Work out any minor concerns about the Work out any minor concerns about the
relationship. relationship.
Evaluate the relationship at various Evaluate the relationship at various

Points. Points.
Unreasonable expectations regarding mentors
There are some common unrealistic expectations of mentors that can cause irritation and
disappointment on both sides. As a general guideline, the mentor should not be expected
to:
 Provide the mentee with personal introductions to other people unless they’re
comfortable doing so.
 Spend more time on the relationship than he or she is able to give.
 Take the lead in the relationship, setting up all meetings and driving the mentee’s
career development.
 Continue the relationship beyond the agreed-upon time period.
Specific tips for mentees

These practical strategies can help mentees build a relationship with their mentors:
 Remember that you own your development, your mentor doesn’t. It’s up to you to
identify objectives as well as keep the relationship focused and moving forward.
 Use active listening skills in discussions with your mentor.
 Be prepared to ask for specific advice on your skill set, ideas, plans, and goals. The
more specific you are, the easier it will be for your mentor to respond.
 Be complete yet succinct in your comments and explanations.
 Make it easy for your mentor to give you honest, specific feedback. Ask for it early
in your relationship.

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Mentee Toolkit

Ten Tips for Mentees

Evaluate the relationship at various Evaluate the relationship at various

Specific tips for mentees

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