How can you get actionable feedback from your mentee?

1 Ask open-ended questions

One of the best ways to get feedback from your mentee is to ask open-ended questions that encourage them to share their thoughts and feelings. For example, you can ask them what they liked or disliked about a specific session, activity, or resource, how they applied what they learned, or what challenges or successes they faced. Avoid yes-or-no questions or leading questions that suggest a desired answer. Listen actively and empathetically to their responses, and probe deeper if needed.

2 Use a feedback model

Another way to get feedback from your mentee is to use a feedback model that provides a clear and structured framework for the conversation. For example, you can use the SBI model, which stands for Situation, Behavior, and Impact. This model helps you describe the context, the actions, and the outcomes of a specific situation, and invite your mentee to reflect on them. You can also use the GROW model, which stands for Goal, Reality, Options, and Way forward. This model helps you identify the objectives, the current situation, the possible solutions, and the action plan for your mentee.

3 Give feedback first

A third way to get feedback from your mentee is to give feedback first, and then ask for their feedback in return. This can help you build trust and rapport with your mentee, and show them that you value their input and perspective. When giving feedback, be specific, constructive, and balanced. Highlight the strengths and achievements of your mentee, as well as the areas for improvement and development. Use examples and evidence to support your feedback, and avoid personal judgments or criticisms. Then, ask your mentee how they feel about your feedback, and what they would like to change or keep.

4 Create a feedback culture

A fourth way to get feedback from your mentee is to create a feedback culture that fosters ongoing and regular communication and learning. This means that you don't wait for formal or scheduled sessions to give or receive feedback, but rather make it a habit and a norm in your relationship. You can do this by setting clear expectations and goals for the feedback process, providing timely and frequent feedback, asking for feedback after every interaction or milestone, and celebrating and rewarding progress and achievements. You can also use tools and platforms that facilitate feedback, such as surveys, polls, or online forums.

5 Respond to feedback

A fifth way to get feedback from your mentee is to respond to feedback in a positive and respectful manner. This means that you thank your mentee for their feedback, acknowledge their opinions and feelings, and show that you are willing to act on their suggestions or requests. You can also ask for clarification or examples if you are unsure or confused about something, or share your own perspective or experience if you disagree or have a different view. You can also follow up with your mentee to show that you have implemented or considered their feedback, and to measure the impact or results.

6 Learn from feedback

A sixth way to get feedback from your mentee is to learn from feedback and use it to improve your coaching or mentoring skills and practices. This means that you reflect on the feedback you receive, and identify the strengths and weaknesses of your approach, the gaps and opportunities for development, and the actions and changes you need to make. You can also seek feedback from other sources, such as peers, managers, or experts, to get a broader and more objective perspective. You can also monitor and evaluate your progress and performance, and seek feedback again to see if you have improved or need further improvement.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?