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Mentoring – the Role of the Mentor

Building rapport is the foundation of a successful coaching and mentoring relationship. Rapport is defined as the link and mutual understanding that exists between two people, often built over time and through shared experiences.

Disclosure is a major key to rapport – as a mentor, talking about your own experiences, positive and negative, demonstrates a respect for the other person, trust in them and an understanding that the mentor coach does not have all the answers and has made their own mistakes.

Depending on the reason for the mentoring relationship the needs of the mentee will vary. Asking the question “Why are we meeting?” will determine what the mentee needs from the mentor.

The Mentor role is varied and often bespoke to the individual relationship, however the role will usually include the following types of activity:

• Acting as an independent sounding board for ideas, suggestions, problem solving and decision making.
• Encouraging self –reflection, identifying performance strengths and weaknesses.
• Providing thought provoking, challenging options.
• Providing encouragement - being reassuring in times of doubt.
• Providing logic and reason when emotion predominates.
• Providing constructive feedback on performance - being honest.
• Ensuring objectives and goals are SMART.
• Being non judgmental especially when opposing attitudes, beliefs and approaches are discussed

The Mentor must be skilled in delivering feedback.

Consider the following:

• Be specific whether you are criticising or praising. Detailed information is more likely to reinforce what happened rather than vague woolly statements - discuss and explore their understanding of the feedback given.
• Concentrate on areas that can be changed / improved. It will create frustration if the feedback is aimed at something over which the individual has no control – focus on behaviour.
• Be constructive and forward thinking in suggestion of ways to change / improve. Offer alternatives but not  solutions.
• Keep all feedback balanced and in perspective. Too much criticism can destroy confidence and build conflict. Too much praise can lead to complacency.
• Encourage self-reflection. People are more willing to accept external criticism when they are comfortable
• with their own strengths and weaknesses. Start with encouraging self-appraisal and then build on
• their insights.

Every Success

Metice eBit

www.metice.co.uk

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