“Something to chew on over breakfast”
One of the most enjoyable aspects of leadership involves mentoring a younger person who has talent and is eager to step up.
It’s a bit like organic gardening. The thrill of observing seedlings blossom into tall sunflowers is one of the most gratifying experiences. Our ‘charge’ steps up, we also learn and grow as part of the process, they become a great role model to all those they connect with, and we leave a legacy for the future generation of leaders.
As a parent, wouldn’t you love your son or daughter to be mentored by an inspiring role model? Someone trustworthy to teach them the sorts of things they will only take seriously if taught by a role model other than their own parents. It follows that as leaders and mentors, we all have the responsibility to take good care of each other’s most precious goods.
Food for thought…
Over the last 15 years I have mentored one intern each year; young graduates from the UK, Europe and USA. All these interns stepped up impressively, and I benefitted too, learning from them about the emerging digital and social media aspects of business.
Along the way, I’ve gained a few insights on mentoring that I am happy to share.
Meetings
1. Meet with the Mentee in a neutral away-from-work setting – a place without distractions.
2. Agree on the frequency of meetings – say once per month.
3. Build mutual trust.
Expectations
4. Evaluate how important the mentoring is for the Mentee, and what they expect.
5. Ask them how tough they want your feedback.
6. Set expectations – you will be asking questions, much more than giving answers.
7. Let them know that ‘comfort is the enemy of learning’ and that you will respectfully challenge him/her and play ‘devils advocate’ from time-to-time.
8. Create a safe space that the Mentee can ask questions without trying to pretend ‘they already know it all’.
Process
9. Give him/her an exercise to do and ask them to send you the output at least a few days before the next meeting so that you have sufficient time to review it and prepare for the next Mentoring session.
10. If they have never done anything like this before – first show them how; then get them to improve on it (or do it their own way).
11. Ask Socratic questions – why, how, who, when, what is the upside, what are risks, what other options might offer the same upside with less risk, how will you mitigate?
12. Challenge the Mentee from time to time in a safe environment, to stimulate the Mentee’s learning and discovery.
13. Ask questions and actively listen, at least 70% of the time.
14. The Mentee needs to do the heavy lifting and really want to step up..
Mentor
15. Maintain professional boundaries – this is a Mentoring relationship not a Friendship.
16. Role model inspiring attitudes, behaviours and values.
17. Connect him/her with experts and those who have had success in a related field.
18. Remember that the goal of the Mentor is to support the Mentee to grow in their own natural way and not to develop him/her as a clone of the Mentor.
19. Recognise when the time has come to pass the baton to another Mentor.
Successes
20. Acknowledge each of his/her achievements.
21. Celebrate success periodically.
“I cannot teach anybody anything. I can only make them think.”
– SOCRATES
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