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Mentoring can be a career- and life-changing experience...or it can feel like a bit of a let-down. So, what makes the difference? We asked mentees who have participated in formal mentoring programs to share their advice for how to make the most of mentoring and ensure that, not only is it time well spent, but that the investment pays off for years to come. Below are some of the tips they shared along with some ideas for how to apply them.

 

You get out of it what you put into it. Perhaps it should go without saying, but you have to invest the effort if you want to see results. Most people who sign up for mentoring are hoping to improve or advance in some way, so it makes sense to bring your best self to the experience. Come to the mentoring program committed and willing to work and dedicate time, energy, and focus to mentoring. From there, it’s a matter of being involved. Aside from the opportunity to connect with a formal mentor (and perhaps a situational mentor, too), the mentoring program offers trainings, events, tools, and resources—take advantage of as many as you can. Attend the group events and engage fully with others in the cohort. Navigate The Mentoring Connection to mine the on-line resources of newsletters, discussion guides, and other valuable resources. Act on recommendations from your mentor and follow up through on the goals you set for yourself. 

 

Take the lead. One of the biggest mistakes a mentee can make is to sit back and wait to be mentored. The mentoring program is designed to be mentee-driven, so take those reins! Schedule meetings, reach out often, identify discussion topics for mentoring meetings and come prepared with questions or specific challenges to discuss. Be clear about what you’re hoping to gain from the program and how you hope your mentor can help. Moreover, if you want your mentor to do something differently, tell them! Mentees sometimes wait until they are taking a survey at the mid-point or the end of the program to talk about the things they would have liked to do differently in their mentoring partnership. Be proactive and assertive in communicating your mentoring needs.

 

Make connections. Among the greatest strengths of a mentoring program is its ability to connect employees from across an organization who probably would not normally cross paths or interact. Mentoring programs are full of opportunities to expand your professional network, from building rapport with your mentor and seeking out situational mentors to participating in breakout groups at formal trainings, volunteering for groups or activities as part of your mentoring work or attending program mixers or lunch-and-learn sessions. Make time to engage in these opportunities, and don’t be afraid to suggest and/or volunteer to organize an event. Mentoring programs offer a great way to meet people from other parts of your agency and connect right away over the shared focus of mentoring.

 

Be open, be honest. Mentoring work requires openness and honesty from both parties. Having an open mind, being open to feedback, and openly sharing your goals, challenges, questions, and concerns is key to receiving honest and helpful feedback and advice from your mentor. Don’t be afraid to open up to your mentor—the better they get to know you, the more they learn about you, the more they can help. Equally as important to being open and honest with your partner, however, is being open and honest with yourself. We all have strengths and weaknesses. Professional growth happens when we learn how to capitalize on our strengths and take steps to grow in those areas of opportunity. Be willing to look within—or perhaps even ask for feedback from others—to identify where you are strong and where you have room to grow.

 

Talk to your supervisor. Supervisors can make a huge difference in your mentoring experience—but only if they know what you’re doing. Achieving career goals or working through professional challenges generally requires building and honing specific technical or interpersonal skills. Mentees can talk with their supervisors about the skills they’re building even if they don’t feel comfortable sharing their overarching goals or challenges. Sharing some aspect of your program work is important because it enables supervisors to recognize opportunities that may help you apply those skills on the job, share ideas and insights, and observe your gains and successes.

 

Apply what you’re learning. Applying what you’ve learned and practicing new technical and interpersonal skills on the job is beneficial for several reasons. For one, it helps cement new skills and allows the mentee to tailor what they’ve learned to be relevant and useful in their current role. However, it also demonstrates a willingness to learn and a commitment to professional growth and development, showing supervisors that the mentee has the initiative, drive, and discipline to lead themselves and others.

Ask a Mentor

Here are some questions mentoring pairs can discuss to ensure a well-rounded mentoring experience. 

1. Where do you think I could invest more effort to achieve greater gains and success?
2. How could I be more proactive to take the lead in our partnership?
3. What opportunities are available to make new connections and expand my network?
4. What are some ways I could loop my supervisor into the process to give them visibility and seek their feedback?
5. How can I apply what I’m working on in the program to my current role?