2c. Establish Expectations of Your Mentor’s Role in the Relationship
The figure below provides an illustrative list of mentors’ roles, 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