It is finally the day. Scenario 1 - The high-energy, well-educated, tech-savvy teammate is scheduled to meet with the senior leader she has wanted as a mentor. Scenario 2 – The dedicated, hardworking, proven performer is scheduled to meet with the senior leader he has sought as a mentor.
Both scenarios are important to the leader, but the needs of the mentee are likely very different. Having been in these different sessions back-to-back, I thought it might be a good idea for this forum to debate how to be a user-friendly mentee. Here are a couple of ideas:
• Send helpful advance information – resume and career development plan.
• Use your organization’s forms – performance reviews and development plans.
• Provide pre-meeting topic insight – an agenda or question is helpful
• Focus on “who” questions rather than “how” – as John Strelecky recommends.
• Categorize – let the mentor know where they might best help (Mentor strategy payoff).
• Follow-up – close the loop with the mentor on contacts and recommendations.
• Two way street – Mentees must teach the mentor an equal amount.
• On-going communication – short email updates work well.
• Don’t let it die – keep the relationship active or end it. Don’t let it die of inactivity.
Time is the most valuable resource a leader can provide. It is non-renewable. Mentees that use it well will gain the most and will most likely be invited back.
What successful mentor/mentee relationships have you experienced? What made them successful?