1. Agree areas of focus
Discuss and agree the areas that the mentoree wishes to focus on during the period of the mentoring relationship and what the desired outcomes are. Set oneor two clear objectives and discuss howyou will measure progress.
2. Clarify roles
Clarify the views held by both partiesabout the roles each will play in the mentoring relationship. Discuss mutual
expectations and how you want to work together. Ideally all meetings should be held in an atmosphere of open
discussion, with searching questions being asked and reflective and empathic feedback provided.
3. Discuss boundaries
Confirm the boundaries of the mentoring relationship (e.g. not offering specific business advice or counselling of a personal nature)
4. Confirm confidentiality
Discuss the confidentiality of the meetings and the need to share confidential information in a safe environment.
5. Agree meeting arrangements
Discuss and agree the venue, frequency and duration of future meetings and who will be responsible for recording the items discussed and any agreements made. Agree the initial timeframe for the mentoring relationship after which it can be reviewed (e.g. 3-6 months, 1 year etc.)
6. Prepare for meetings
To allow both parties to make the best use of the meetings the mentoree prepares by briefly summarising responses to questions such as:
• What have been my greatest successes/wins since our last meeting?
• What obstacles have I faced and howhave I handled them?
• What insights and awareness have Ihad since we last spoke?
• What actions/commitments have Icompleted from our last meeting?
• What is the most important thing Iwould like to discuss when we next meet?
7. Review progress
Agree specific times at which you will assess progress against the objectivesand when applicable plan how to
complete the mentoring relationship. After each session briefly review what worked and what could be done
differently to identify improvements for next session. All good leaders, regardless of experience and expertise can achieve real benefits from an effective mentoring relationship. More than ever businesses are looking to
leverage the already strong knowledge pools within their organisations, and mentoring is one way of ensuring ‘transfer of knowledge and skills’ throughout the business.
For further information on how Creative Coaching Solutions can support you in making the most of your mentoring relationships and opportunities, contact Helen Hooper now on 61 2 9953 0672.
* Zeus & Skiffington: The Coaching at Work Toolkit; McGraw-Hill Australia Ltd