Effective Mentoring

The mentees who join GAMP bring a vast array of questions and concerns to the mentoring relationship. Some are looking to explore alternative career fields while others are looking for support and guidance in their job search. A mentor may feel competent in discussing their particular career field but may have some apprehension about helping mentees in the area of networking. There is no single formula for mentoring. The approach you take will depend on your personality, interests and the needs of your mentee. Regardless of your style or approach, a motivated and caring person can be a great mentor. A little research and preparation will allow you to handle almost any question or concern you might encounter. There are some elements that I believe are common to most effective mentoring relationships. Perhaps you can incorporate some of these suggestions into your own unique style of mentoring.

• Listening is an essential skill and is especially critical in the early stages of the mentoring relationship. Some of the mentees are very nervous and do not know what questions to ask. By carefully listening and asking the right questions, you can alleviate much of their anxiety and encourage a more open and trusting relationship.
  
  
• Communicate a sense of interest in your mentee as a person and aspiring professional. Nothing will strengthen the relationship more than a genuine expression of your interest and support.
  
  
• After getting to know your mentee, determine the specific areas where you could make a contribution and communicate that to your mentee. If appropriate, enlist the help of an associate or make a referral to someone else in your personal or professional network.
  
  
• Take the time to familiarize yourself with the career development and professional resources available in your community or through the Internet. These materials will complement your own personal resources.
  
  
• Some mentoring relationships may involve answering a specific question or solving a particular problem. It may only require a one-time meeting or conversation. Other mentees may be looking for general career guidance and may require an on-going relationship. You should be clear in communicating your preferred mode of correspondence and any parameters regarding time and frequency of contact.
  
  
• Strike a balance between supporting and challenging your mentee. Some students may need additional support and encouragement until they have established a greater sense of self-confidence. Seniors are sometimes ambivalent about their future careers and may need a challenge to get them out of their campus comfort zone.
  
  
• Mentoring involves providing guidance and support but mentees must be actively involved and are ultimately responsible for their own career development. If the relationship becomes stalled then consider giving your mentee some homework assignments. These assignments could include a written summary of their goals, research in a professional journal, or a completed copy of their resume.
  
  
• Mentoring does not have to be a time consuming endeavor. Follow-up discussions with mentees may take only a few minutes if you ask the right questions or offer appropriate suggestions. Consider developing a list of ideas and suggestions and perhaps a checklist of those tasks that have been completed.
  
  
• E-mentoring can be very effective and gives you greater flexibility in communicating with your mentee. As you review professional journals or Internet articles, consider their relevance to your mentee and perhaps send them a copy.