2b. Understand Your Role as a Mentor
Spending time at the beginning of the relationship clarifying what you can legitimately expect to give and get through mentoring is essential. It is especially beneficial for the individuals involved to discuss, negotiate, and agree upon expectations. The figure below provides an illustrative list of your roles as a mentor, effective behaviours, and detracting behaviours:
Advisor
Effective
- Acts as a sounding board and facilitator
- Maintains privacy/confidentiality
Ineffective
- Fixes problems
- Assumes responsibility for mentee
Protector
Effective
- Supports, is a safety net
- Ensures a safe environment to take risks
Ineffective
- Fights mentee’s battles
- Overprotects
Developer
Effective
- Gives structure and direction
- Provides guidance based on observations during interactions with mentee
- Empowers mentee to handle his/her problems independently
Ineffective
- Dictates, controls learning
- Looks for quick-fixes
- Provides general criticism or judgment
- Tells mentee what to do
Broker
Effective
- Identifies skill or competency gaps through a “third party” lens
- Identifies and facilitates development opportunities
Ineffective
- Allows for personal biases
- Abdicates, does not follow up
Challenger
Effective
- Positively provokes, pushes toward highest standards
- Helps mentee explore potential career opportunities
Ineffective
- Pushes too far too soon
- Discounts mentee’s thoughts and opinions
Clarifier
Effective
- Teaches organizational values and politics
Ineffective
- Removes obstacles so mentee does not have to deal with organizational politics
Affirmer
Effective
- Gives needed support, enhances self-esteem
- Exhibits empathy and understanding
Ineffective
- Gives too much feedback
- Discounts mentee’s feelings or concerns
Sponsor
Effective
- Provides visibility and recognition of mentee
Ineffective
- Promotes mentee at the expense of others