How can you create a mentoring model that is tailored to an individual's needs?

Coaching and mentoring has two major aspects. 1, being the guiding light and hand-holder 2, communicate the right practices , tips and tricks and foremost creating a working framework for post deployment phase

Create psychological safe environment through interactions/communication is the key. Let conversation flows freely but doing so, enough preparation at Mentor side is must to do.

Mentors may unknowingly impose their own beliefs and 'best practices ' to the mentees. Despite the best intentions, it is key to appreciate the realities of mentees as much as professionally possible so that their needs and objectives are met.

If using an internal mentoring program, where both parties work for the same company, the goals of the mentoring session should be related to organisational goals which should have been cascaded through to job descriptions and skills frameworks. Use these documents to tailor the mentoring sessions by assessing the mentees strengths and weaknesses against these to assess the needs.

When starting a new mentoring relationship, three things are very important: 1. elucidating the mentee's general professional and mentoring objectives, 2. defining how to work together - frequency, form - and mutual expecations, 3. setting boundaries: what are the topics that I as a mentor am not the right person for and will allow myself to redirect my mentee to competent people or even medical care? It is helpful to write this down in a mentoring chart.

Let me throw in an alternative perspective! Does a mentor have to be a person only? NO Think vastly here! I invite you to consider mentors are to help you expand, become more aware and risk. In our lives we encounter many types of mentors, both human and non human and we rarely called then so. We all can choose! What about nature as a mentor? What about silent meditation or journaling or exercise … Mentoring, like learning, comes in different ways and forms - visual, auditory, kinesthetic… What I am sharing don’t just think a mentor comes only in the form of a human being! One type not all. So choose all types of mentors are part of the puzzle of life!

Social mentoring is a great way to cater to the varying needs of mentees. It starts with understanding what's the preferred mode of learning. Some may need a structured program. Some may want to read content. Some just need a few sessions to talk things out. Keep the sessions light, keep it mentee-led and create learning opportunities for both parties.

A good mentor will need to be agile as mentoring conversations are dynamic and the mentoring approach and pace will need to adapt to the situations being discussed.

Identifying specific objectives that align with the mentee's aspirations and development lays the groundwork for a structured and purposeful mentorship. As mentors, we guide, support, and empower our mentees toward these objectives. It's through this intentional focus that progress is made and can be measured. Setting a strategic timeline with checkpoints can be a key component.

The first step in defining objectives is to identify the desired outcomes and benefits for the mentee. This involves understanding what the mentee hopes to achieve through the mentoring relationship. The mentee's goals may vary depending on their individual needs and aspirations. Therefore objectives provide clarity and direction, guiding both the mentor and mentee towards a common goal. It is important to make the objectives Specific, Measurable, Achievable, Relevant, and Time-bound (SMART). Measurable objectives allow for tracking progress and evaluating success. Achievable objectives ensure that the mentee has the necessary resources and support to accomplish their goals.

Mentoring is everything about reciprocal relationship where mentor and mentee can learn from each other and share their respective knowledge and experiences (sometimes in a unformal way). On the contrary, the coaches asks questions to guide coachees towards finding their own solutions. the relationship is more structured and formal, with clear boundaries. In fact, whichever methods (mentoring, coaching, teaching, counselling, etc..), the most important for the "mentor" is to understand which "hat" he/she has to wear upon a session with his/her mentee and when such a "hat" has to be changed.

Scheduling constraints or the sheer volume of topics a mentee wants to cover can be a barrier to successful mentoring outcomes. One model that may be helpful is to establish a system in which a mentee can ‘check out’ an expert on specific topics [akin to a library book]. This can facilitate a streamlined meeting with clear expectations and agenda topics.

It’s important to strike a balance between formal / informal aspects of the relationship. Formal activities may include structured goal-setting exercises, skill-building workshops, or feedback discussions. These activities provide a framework for the relationship and help the mentee progress towards their objectives/goals.On the other hand, informal activities can include casual conversations,networking events, shadowing or sharing personal experiences and insights.These activities can foster a more relaxed and open environment - allowing for a deeper rapport that will help exchange practical knowledge. The choice of methods & activities will depend on the mentee's needs and style. Crucial to involve them in the planning. Be guided by them

It’s important to strike a balance between formal / informal aspects of the relationship. Formal activities may include structured goal-setting exercises, skill-building workshops, or feedback discussions. These activities provide a framework for the relationship and help the mentee progress towards their objectives/goals.On the other hand, informal activities can include casual conversations,networking events, shadowing or sharing personal experiences and insights.These activities can foster a more relaxed and open environment - allowing for a deeper rapport that will help exchange practical knowledge. The choice of methods & activities will depend on the mentee's needs and style. Crucial to involve them in the planning. Be guided by them

In reviewing and adjusting our mentoring model, I place emphasis on continuous feedback and adaptability. I encourage open discussions with mentees to understand what's working and what isn't. This feedback is crucial for making real-time adjustments to our approach, ensuring it remains aligned with each individual's evolving needs and goals. By staying flexible and responsive, the mentoring process becomes a dynamic and collaborative journey, tailored to bring out the best in each mentee.

Building rapport and trust between the mentor and the mentee is a must. It can be achieved through constructive feedback, empathy and, mutual understanding. Reviewing and adjusting the mentoring model on a regular basis help both mentor and mentee keep a strong and effective relationship.

Exchange constructive feedback with the mentee - having an open and honest conversation about the mentoring relationship, discussing what is working well and what could be improved. Reflection is another important tool for reviewing and adjusting the model.Taking time to reflect on the learning and actions that have taken place can provide valuable insights.Evaluation is a key component of the review and adjustment process. By evaluating the results of the mentoring relationship, you can assess its impact and effectiveness. By actively involving the mentee in the review & adjustment process -you can foster a sense of ownership and engagement in the mentoring relationship. Regularly reviewing the model is essential for its long-term success.

If we truly want to help someone, we will need to spend time to understand the realities of the mentees and the root causes of the issues. Whether directive or nurturing approach, key is to enable our mentees to take ownership of actions that are needed. Optimal form of intervention will likely be a combination of mentoring and coaching so that they can develop their own pathways to address challenges themselves, which ultimately will be more sustainable and empowering.

Summing up: 1) A coach needs enough experience to pinpoint skill and knowledge gaps in each mentee. 2) Tailor the learning approach based on each mentee's preferred method. 3) Success in mentoring relies on commitment from both sides, creating a mutually beneficial process. 4) Consider the legacy you wish to leave behind—how you want to be remembered, inspire others in their learning journey, and empower mentees by passing on knowledge to future generations.

Creating a personalized mentoring model involves understanding an individual's unique needs and goals. Start by assessing their skills, strengths and aspirations. Collaboratively set clear, achievable short-term and long-term goals aligned with their career objectives. Tailor the mentoring approach to their preferred learning style and adjust the pace accordingly. Establish a feedback loop for continuous improvement, identify relevant resources, and support networking efforts. Be flexible and adaptable, providing ongoing encouragement and motivation. Encourage self-reflection and long-term career planning, ensuring the mentoring experience remains collaborative and empowering.

Create a network with other mentors. Sometimes, certain personality types are better matches with others. It’s okay if a mentor and mentee style don’t match up or you realize that over time. As someone who likes to mentor, it’s okay to self reflect and refer your mentee to someone who might be a better match.