A Step-by-Step Guide to Mentoring
Below are PushFar’s guidelines for career mentoring. These are recommendations collated together with review, insight and advice from some of the world’s leading HR directors, organisations and mentoring programmes. They are designed to help you to make the most of your mentoring experience.
While there may be some variation in your mentoring relationship, these guidelines are a great place to start if you have not mentored anyone before. Equally, for those more experienced mentors out there, re-reviewing guidelines from time to time can be a valuable way of ensuring you are staying on track with your mentoring.
Finding a Mentee
Finding a mentee is the first step to mentoring and it is important to get it right. We typically recommend a mentoring relationship that does not overlap with management responsibilities. Finding a mentee in a slightly removed role from yours, who has less experience (typically between 3-5 years less) and is looking to progress their career in a similar direction to you, is ideal.
If you receive a mentoring request from someone you do not feel able to support, or whose goals are not aligned with your experience, then it is okay to decline the request. It is better to have a discussion at the start and agree that it is not right rather than reluctantly accepting it and regretting it later.
The First Meeting
Once you have found the right mentee, it is time for the first meeting. Whether over a phone call, video call or in-person meeting, an introductory meeting is an essential first step. This meeting should cover the following points:
- How often should you both meet or speak?
- How long should the mentoring relationship last?
- What can the mentor offer?
- What is the mentee looking for?
Set expectations at this stage to make the entire mentoring process much easier. We recommend at least 45 minutes for this meeting to allow both parties to get to know each other and discuss the objectives for the relationship. If conducting the mentoring relationship virtually, video calling is preferred as it adds a personal touch and helps build rapport quickly.
Contracting in Mentoring
Often referred to as 'contracting', it is essential to set expectations at the start of a mentoring relationship. Ensure your mentee understands about your background and experience but also what level of support you can offer. Clarifying your availability helps to ensure the mentoring relationship thrives.
To be a good mentor, listen first and foremost to your mentee’s goals, providing guidance and experience to help them. Engage in self-reflective questioning, encouraging your mentee to find their own answers.
Regular Meetings
During a mentoring relationship, meet or speak with your mentee regularly, ideally once or twice a month. Meetings can last anywhere from 20 minutes to a couple of hours, but providing significant time for reflection and discussion of goals is essential. Your mentee should be responsible for scheduling meetings and creating an agenda to ensure a productive exchange.
Ending a Mentoring Relationship
Knowing when to wind down and end a mentoring relationship can be tricky. Instead of simply stopping without communication, having an upfront conversation about disengagement is best. Reflect on the relationship - discuss what has been achieved and provide constructive feedback on both sides. Consider whether the mentee was proactive, engaged with their goals, and made the most of the opportunity.
Training Workshops
Join us monthly for live mentoring training workshops. Each one-hour session is open to everyone and is designed to help train mentors, mentees, and organisations about the expectations in mentoring, best practices, and leveraging the PushFar platform for career development and goal setting. Workshops cover topics such as:
- What mentoring is and how it differs from coaching and management.
- The benefits of mentoring for both mentors and mentees.
- Expectation setting and goal setting.
- Common pitfalls and mistakes to avoid in mentoring.