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Mentor Orientation: Setting the Foundation for Successful Mentoring Relationships

This orientation ensures mentors understand their roles. Topics include mentor functions, establishing expectations, advice-giving, and self-assessment. Learn to advocate, listen, and help protégés set goals.

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Mentor Orientation: Setting the Foundation for Successful Mentoring Relationships

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  1. The purpose of this orientation is to ensure that mentors are knowledgeable about the structure of the program and comfortable with their roles and responsibilities.

  2. TOPICS FOR DISCUSSION • Welcome and Introductions • Program Overview • Definition of the mentor/protégé • relationship • Functions of a mentor • Getting Started

  3. TOPICS FOR DISCUSSION • Establishing Expectations • Setting Goals • Agreeing on a Plan

  4. Mentoring is a voluntary relationship in which the mentor serves as: • Advisor • Advocate • Friend

  5. Mentoring is a two way relationship that is unique because: • The mentor and protégé are both volunteers • The mentor, although senior, has no formal authority over the protégé

  6. Listening • Teaching skills • Acting as an advocate • Giving exposure to opportunities • Increasing protégé’s visibility

  7. Advice • Access • Advocacy

  8. Advice • Begins with listening • Help protégé make decisions, don’t make decisions for them • Give “how-to” advice on practical matters • Don’t give personal advice: listen and let the protégé talk through a problem

  9. Access • Connect protégé with people or resources that might not otherwise be available • Introduce protégé to colleagues • Show protégé how to find • information on colleges, • scholarships, jobs

  10. Advocacy • An advocate speaks on behalf of a protégé • As an advocate, the mentor links his reputation with the protégé’s • Advocacy is earned over time

  11. Self-Assessment of: • Motivation • Expectations • Background • Assets • Limitations • Fears

  12. Why did your mentor devote his/her time to YOU? • He saw my potential • She saw my untapped potential • He identified with me • She saw some positive things we could work on to our mutual benefit • I was eager to be a protégé

  13. Agreeing on a Plan • Frequency and structure of meetings • Tasks to be accomplished • Target dates

  14. Do: • Listen actively • Show respect • Give honest feedback • Model appropriate behavior • Be realistic and dependable

  15. Do: • State clear expectations • Maintain confidentiality • Let your protégé know what you're gaining from the relationship • Learn from your protégé • Start and end on a positive note

  16. Do: • Help your protégé discover the nature of his/her genius • Have fun

  17. Don’t: • Intimidate protégé • Jump to conclusions • Sugar-coat negatives • Act preoccupied • Promise what you can’t deliver

  18. Don’t: • Give personal advice • Reveal confidences • Ignore cultural or ethnic differences • Assume what works for you will • work for everyone • Put off meetings

  19. Don’t: • Cancel meetings repeatedly • Assume responsibility for protégé’s success • Rush the process

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