How can you effectively monitor a mentee's progress?

Peter Drucker long ago shared, "you can't improve what you don't measure!" But we must define measure! Some say Qualitative improvement isn't quantifiable, but this is far from correct. There is qualitative assessment tools easy to find and available, so we can measure improvement. The key to the concept is, as Covery tells us, with an end in mind! Measure from start to finish!

I believe mentees need a Dutch uncle, who will give them both a candid and realistic set of expectations. Sugarcoating things is not good for mentees. They need a realistic set of expectations that will help them move forward in their desired field.

I help my mentees set realistic goals that align with what they are attempting to achieve. These goals are measured against their progress on a monthly basis to ensure they stay calibrated. The continuous monitoring allows me to help the mentees build confidence and stay motivated as they venture along their career journey.

I encourage my mentees to think of one or at max. two goals when I pick up a mentoring assignment. Once the mentee shares the copy of their goals, we spend time in dissecting it and understanding the motivation behind the chosen goal, mentee's willingness to invest time and effort to make progress on the selected goal and agree on a realistic time commitment. After that, we review the progress every month to not lose focus. Goal setting is an important step, and it's essential that we don't treat it as a checklist activity, but spend time in setting the RIGHT goals.

Beyond these points, latest research has recently demonstrated two important characteristics about setting goals you should remember when challenging a mentee: - Goals have to be challenging enough to set your brain awareness structures on. You could think that an easy goal is easier to be completed, but if it′s too easy your brain will no turn the engine on and you won′t find the motivation to pursue it. - Don′t share your goals with too many people. For sure they′ll support you, they′ll tell you you can cope with it, you are the one to get it, ...and once again your brain will feel it′s done, you got your positive reward so there′s nothing to keep working for.

It's all about collaboration. Spend time together and chat about the "feelings" and "excitement" or the "dread" about what their doing. Keep notes, ask them what comes "naturally." It's amazing to me how many mentees are "telling me" they don't like this or that portion of their career and never really realize it. Sometimes they are answering their own questions quite readily and evidently. I'd suggest structured meetings, the mentor taking notes and sharing back regularly. Come up with a plan that can ebb and flow over time - but a plan is needed too. And, share examples of others in similar on similar/related career path journeys where successes can be presented to the mentee.

There’s one key point to bear in mind. To me there’s a huge difference between mentoring and coaching. When I’m a mentor this is because I’ve been at the position you want to get and, if possible, in the same company. So, one of the main sources of information has to be the mentor’s feedback, and on top of that, any other data the mentee could get. Don’t mix coaching and mentoring processes.

This is spot on. Developing a plan to assess and evaluate progress should be a part of the plan. Do we have to drop back and punt, sometimes? Absolutely, but using flexible methods can help us achieve our goals.

Treat yourself as if you are the business model. How would you invest time into your business to grow? Same attitude should be taking to ourselves.

One thing I see far too often is set times for evaluation. Annual, semi-annual, blah! Communicate often and make your efforts to communicate a formative process. Regular effective, and positive communication is important to the process.

I agree that regular communication is key to effectively monitoring a mentee’s process. As a leader with direct reports, I find that building positive relationships and trust early on can be extremely helpful whenever you need to give feedback. I also encourage other leaders to practice active listening during their conversations. During formal one-on-one meetings, remove any potential distractors (cell phones, computers/laptops, or other electronic devices). Ensure that you are providing your mentee with you undivided attention.

Communication is key in any professional situation but even more if we are talking about a mentoring process. Without communication there's no trust. And without trust, as a mentor you can not understand the needs or concerns of your mentee so you can not help the person in the best way. I believe that an open communication when it is needed is more efficient than an scheduled meeting. Of course, in a mentoring process there must be an scheduled program but if we offer the possibility of communicate with ourselves outside that meetings, everything will be more natural and efficient.

Communication needs to come in all forms, from casual chats, to weekly discussions, to emails, to face-to-face chats over coffee. Be transparent

Being a mentor/coach means not just making time for the person you're supporting but clearing your head too. To build trust, you must be completely present and open in your coaching conversations. Create safety for the other person to share their challenges and celebrate their progress. Both can feel uncomfortable and that safe space is incredibly valuable.

This might sound counter-intuitive, but when working with mentees I'm actively looking to make myself redundant over time. Success markers include a mentee creating their own goals, finding their own solutions, and consistently furthering their independence. I think there can be no ego in mentoring; it would feel like a huge failing if I created dependent mentees who thought of me as having all the answers. At some point your mentees will go it alone; it is your job as a mentor to make sure they can fly!

I studied adult education at East Carolina University (Go Pirates! If App can, we can!). One of the key lessons learned came from the late great Malcolm Knowles. He advised that when working with adult students, you become the guide on the side, versus the sage on the stage in a traditional lecture format. That hold true here. Guide and support, but they must take ownership!

Powerful and present questioning is exceptionally empowering. It's tempting to try to fix people's problems for them or offer advice. To encourage real growth and evolution, get still and curious and ask the questions that pop into your mind, especially the ones that feel a bit uncomfortable. Have the courage to help the other person develop their own self-awareness, resourcefulness and critical thinking.

Important to this work is to define in the beginning what success looks like. Use the process as an ongoing tool for continuing improvement. Even after the mutual work is complete, the lessons learning, and the rough spots encountered will serve well the mentee and mentor!

Effective mentoring involves a balance of autonomy, support, and guidance for your mentee. Customise/tailor your monitoring approach to their unique needs and goals because every mentee is different. Being a role model is also important and valuable.

Make it a practice to lead every conversation by celebrating wins and progress. Our minds tend to dismiss the incremental growth we experience and instead focus on the "long road ahead." As DAn Sullivan says in The Gap and the Gain, "The way to measure your progress is backward against where you started, not against your ideal.”

One thing I've found helpful is the mentor being #adaptable with the process of mentoring..while the focus is to keep a track of the mentee's progress keeping an open and agile mindset will help the mentor different ways to plan and execute the mentoring program.. 2. Communication is incomplete without active listening..hence when the mentor actively listens to their mentee they will be able to focus on the subtle feedback provided by the mentee's while talking..this is important and most of the communication is non-verbal ..