How can you evaluate the progress of a mentee?

Mentoring like other relationships comes with expectations and these must be set and agreed upon before start. Frequency, means of engagement, time, etc should be discussed well ahead and sorted. All these done under the umbrella of mutual respect and regard for both the mentor and mentee

Happiness and his comfort in actions can also be a critical component to judge progress of a mentee. He should posses a feeling of accountability / responsible/ownership. Ans it will happen with a feeling of liberating sense.

Expectations have to set clear at the start of the mentor-mentee relationship journey. A mentor needs to communicate to mentor, things like how much time (s)he would be able to devote with mentee on a regular basis, the expectation about timeline adherence etc.

Following 7 points/mantras to be followed for healthy mentor-mentee relationship: 1. Set goals 2. Have a structured plan 3. No emotional attachments or expectations 4. Monitor progress and have regular cadence 5. Define Conflict Mangement framework 6. Have an end date as one cannot mentor compherhensively and it should be handed to someone who can fill in those gaps 7. Do it regiliously as it will come back to you in various and multifold ways

Setting clear expectations is one of the most foundational aspects of the mentoring journey. It is critical to define the key aspects of this journey for it to be a value-adding one on either side. Every mentor may operate with a different style and the same is equally true for the mentee as well. Aligning and agreeing on how this relationship will get nurtured has the power to define the kind of outcomes that may emerge out of this relationship. Having regular check-ins always helps since it brings in comfort to aspects that may otherwise seem to be overwhelming.

Let's put this straight - some mentees feels controlled or monitored if we mentor use active approach for monitoring the progress. One of the main rules I have - give them their autonomy. It is their product. Their profession. Their development. It is not for ME to judge all that. I usually take more reactive approach on monitoring the progress: - I observe how their thinking changes - I carefully navigate through their challenges, trying to show alternatives they did not consider before - most importantly - I am available for a quick chat with messengers in case they face some problem they want to discuss, seeing a broader view. Don't control. Help them to monitor their progress through reflections and actual results.

In a mentoring relationship one of the best ways to evaluate progress is through the mentee's continuous self evaluation, which requires ownership, honesty and maturity. But one often overlooked aspect is that the mentors should also look in the mirror and figure out how this ordeal is affecting them personally, professionally, internally and so on. Mentoring should always benefit both giver and recipient, otherwise it might be time to count our gains (or losses) and call it a wrap.

It is vital to gain clarity regarding what the mentee wants from the mentorship and have agreement on goals. Clear parameters must be agreed between the mentor and mentee, how progress will be measured. It could be improvement in skill(s), learning and application of knowledge, behavioural changes, emotional intelligence or time management. Data of progress needs to be collected and assessed, following constructive feedback for further development.

It is important to build systemic & transparent process with clear objectives (and measurements) (f.e. OKR-like framework), regular communication channels (including chats, face-to-face meetings, etc...), some tool / space to document previous agreements and to plan agenda for next meetings. I am calling such a framework: MLC (Mentorship Life Cycle): Iterative & Incremental approach is recommended: + Review results & Exchange Feedback + Do assessment if needed + Clarify priorities & adjust plan Use different ways of delivering knowledge: * Share materials (books, articles, video, etc…) * Give tasks (sandbox and real) * Lead by example / Demo “how to” * Pairing (help to build trust) * Observing & Shadowing * Options analysis together

What I've experienced over several decades of mentoring is that no two mentees are alike. To facilitate growth it is vital to listen actively and watch body language ques to determine each individuals growth needs. Helping mentees fully understand that we actually learn more from failure than success, and being a safe space for them to bounce ideas off of helps facilitate sustainable growth. I'm able to measure if mentees are growing by whether or not they are repeating the same lessons or actively leveling up.

It's important to help them celebrate their successes, and challenge where they might have limiting thought patterns or behaviors. Having open dialogue -- that is empathetic at the same time -- is a great way to open up new ideas as you co-create steps on how your mentee might best get out of their own way, or navigate external challenges.

Giving feedback to someone is like being their helpful coach. You begin by celebrating their fantastic efforts and the things they're doing really well – like cheering for their progress! Then, you can kindly share some ideas on how they can make even more exciting improvements. It's all about being friendly and specific so they can keep on shining and growing in their journey of learning. Your feedback is like a positive boost that helps them become even better at what they're doing, like a superstar in the making! ??

Feedback should be constructive, specific and with options presented on how to resolve any issues. When presenting negative feedback be sure to present something positive afterwards.

To me, this is the part that mentors should also ask for feedback on their mentorship. This is so that we can improve and get better. Since feedback should always be 2-ways. We don't have to wait till the relationship is over before we ask for feedback. It is important to check in mid-point.

It's true that we should celebrate the successes, there is not enough done in this area in my opinion. However we should also look at how we deliver the development areas. Identifying the correct conversation style here will ensure that we deliver impactful feedback and it's taken in the correct way. delivered wrong will inevitably bring up some defense walls.

We know as human being how celebrating an achievement can be a morale booster. Hence, whenever the mentee is able to reach a milestone this should be celebrated. Do remember, small wins would add up and start helping mentee to reach bigger goals

Yes, I always tell my mentees, it doesn't has to be olympic record breaking achievement before we celebrate. Small wins are just as important and celebrations can be as easy as telling your family or loved ones, guess what today we are going to have ice cream!

How excited are you when you achieve a goal? Whether it’s a tiny win or a life changing achievement, you want to celebrate. Nobody wants to go to their own party alone! Part of being a good mentor is being willing to celebrate with your mentee. Even if their achievement is just getting out of bed in the morning! This gives them the reassurance that their hard work was worth it, they are not in this alone, and that the partnership is fruitful. Even better, it will encourage them to achieve the next big goal because they know you will be there to cheer them on. Relationships are two-way. There’s give and take. As a mentor, you should be willing to give praise when warranted, solid advice when requested, and celebrations as much as possible!

Celebrating achievements within a mentor-mentee relationship is absolutely paramount, akin to savouring a finely crafted masterpiece. When we revel in our accomplishments, it's akin to sprinkling a little stardust on our journey together. It reminds us of how far we've come and fills our sails with the wind of motivation. Just like completing a challenging level in your favourite video game, it's a moment to shout, "We did it!" These celebrations act as milestones, marking the wonderful progress you've made, and they keep the mentorship adventure exciting and delightful. So, remember, celebrating achievements is like adding vibrant colours to the canvas of your mentorship, making your shared voyage a magnificent work of art! ????

Celebration of achievements is a requirement and when the formal mentorship pairing finishes take the time to celebrate and determine if you both are comfortable continuing with an ongoing professional relationship.

In the mentor- mentee relationship its not only the mentee, but the mentor also needs to ask for feedback. Each person in unique and hence a specific style of mentorship may not work for each of the mentee. Hence such feedback would help you as a mentor to course correct and tweak you delivery to this and other mentees

I always say that it is a two-way road. In my mentor and coach career, very often I learned from my mentees much more than they learned from me. Getting back to feedback - in my opinion, it is crucial to get and give it. And to have it - you need to build a safe zone for the client - so he or she can share whatever is on their mind without fear of being judged. Also, to give feedback you need to get permission - because this feedback is something that in the Coach's opinion is a way to help the person develop - though unwelcomed feedback may roll back all positive changes and victories the person was gathering over a year. Good feedback helps, bad feedback ruins. Remember that.

I agree and added this as a comment earlier in the process. I feel that it is just as important as establishing a projected plan for the mentee or within the first steps of communication. Once the process is in full throttle many things can transpire that could have been communicated. I see this as being a portion of the second step.

Instead of merely soliciting feedback, demand it. Build it in the mentoring process. Challenge your mentee to hold nothing back, to be honest about their thoughts and feelings about your mentoring style. But here's the twist: Don't just be open and receptive to their feedback; embrace it with the enthusiasm. Thank them not just for their input but for their courage in challenging you. Consider their opinions not as judgments but as the chisel that carves you into a better mentor. Remember, in the crucible of honest feedback, mentorship evolves, relationships deepen, and the ordinary transforms into the extraordinary.

Usar ferramentas para fazer a gest?o do conhecimento adquirido durante a mentoria e guardar todos os frameworks e pesquisas preenchidos pode ser um ótimo caminho para a revis?o. Algumas ferramentas de quadro branco colaborativo, como o miro, permitem a constru??o de toda a jornada em um único local e ainda ajudam a organizar o material desenvolvido para acessar a lógica de constru??o da metodologia e do raciocínio depois deste período. Esse material pode ser vivo e mudar constantemente. O mais importante é ter mecanismos para lembrar como chegou na conclus?o atual e ter a capacidade de refazer o caminho por conta própria.

Thinking about ourselves and the things we do is like being a superhero on a quest for self-improvement! Self-reflection is your superpower because it helps you understand what makes you awesome and how you can become even more amazing. Imagine you have a magical mirror that shows your strengths and the areas where you can grow. That's self-reflection! It's like a treasure map to becoming the best version of yourself. So, remember to use your superhero power of self-reflection because it's the secret to unlocking your incredible potential and growing into the amazing person you're meant to be! ????

Be ready to weather a storm of honesty and critique, that might rattle your mentorship to its core. You will need both humbleness and confidence for this. Instead of merely soliciting feedback, demand it. Challenge your mentee to hold nothing back, to share their thoughts and feelings about your mentoring style. Ask them to critique you like a film critic, to dissect your methods with surgical precision. But here's the twist: Don't just be open and receptive to their feedback; embrace it with the enthusiasm of a zealot. Thank them not just for their input but for their honesty in challenging you. Consider their opinions not as judgments but as the chisel that carves you into a better mentor.

I've been a mentor for over a decade now and one additional point for mentors is to help their mentees recognize that the path to progress is often non-linear. There might be phases where the mentee might seem to be stagnating or even regressing. As a mentor, it is your responsibility to help them navigate these phases with wisdom and perspective, helping them to understand that growth often happens in layers and depths, not always visible on the surface.

Learn to celebrate wins when your mentee has achieved one of their goals. It’s very important to celebrate achievements and give hope, encouragement and support to achieve those not yet attained.

Being a mentor is (or at least can be) a long term relationship and the chances are you'll learn as much from your mentee as they will learn from you. Keeping up to date on future trends in your role will help you both to grow. It may well spur you on to great er things in your own career. I've seen something that suggests that no good deed is done without the person doing it feeling at least a little bit better about themselves - if you get the opportunity to be a mentor - take it and be selfishly selfless.

Include 1:1s with your mentee. Each scheduled meeting can be used as a deadline or to follow-up on progress. Meeting recurrently keeps the motivation, the goals, and the conversation rolling. Also, 1:1s are a great way to strengthen the relationship.

Evaluating the progress of a mentee is like tracking how well they're doing in their learning journey. Just like a video game has levels, a mentee's progress can be checked by seeing if they're getting better at the things they're learning with the help of their mentor. The important thing is to encourage them to keep trying, learning, and improving, just like leveling up in a game, so they can become even better at what they want to achieve.