How do you measure success in a mentor-mentee relationship?

In my previous job, we conceptualized a Mentorship Portal (MAARG) launched by Startup India, The success of the portal was defined based on #hours of mentorship, #connections, quality of feedback (both ways), repeat sessions, etc. Parameters for measuring the success of the relationship could be: 1. Assessing if the mentee's set goals or objectives are met. 2. Evaluating the improvement in the mentee's skills or knowledge. 3. Observing the growth in the mentee's confidence and ability to make independent decisions. 4. Monitoring any positive changes in the mentee's professional trajectory attributed to the mentorship. While they are hard to quantify, they are a good starting point to measure the success.

Adding some few ways we can measure: - Assess the level of respect and admiration between the mentor and mentee. - Determine if the mentee feels empowered to take ownership of their growth. - Evaluate how the mentor pushes the mentee to explore new perspectives and ideas challenging comfort zones. - Reflection and self-awareness. Measure the mentee's ability to reflect on their progress and identify areas for improvement. - Assess if the mentee has expanded their professional network through the mentorship. Remember, sustainable growth indicates that the mentor-mentee relationship has been successful in facilitating meaningful development and progress.

Success in a mentor-mentee relationship is evident when the mentee achieves set goals, indicating growth. Effective communication and trust are vital. Regular feedback ensures guidance aligns with the mentee's needs. Increased confidence and enhanced skills in the mentee also reflect a successful dynamic, emphasizing mutual learning and achievement.

Adicionaria a humaniza??o efetiva na constru??o da rela??o através do respeito mútuo e capacidade de se colocar em ambas as posi??es ao longo da jornada criando um ambiente de co-cria??o em busca dos resultados e desenvolvimento do ecossistema como um todo.

Simon Sinek said: "mentorship is a two-way street" and I believe that the secret recipe for successful mentoring relationship is to realize the purpose and apply the right framework. I have been practicing mentorship unintentionally for so long through advising and leading by example. It just give me a deep sense of satisfaction to be part of helping a student or junior staff finding their purpose and passion. I learned along the years that even highly successful achievers need the power of mentorship to sustain their journey. To me the purpose shall always be changing lives; not only giving empty advises. To influence our mentee positively, we need to build trusteed friendship and enforce a culture of mutual learning and growth.

I think there wouldn't be a full alignment between mentor and mentees but to a certain level. They share common goals and interest up to some level which help them to commute effectively and regularly. Mentees do have different opinions but he/she should respect the mentor 's experience and expertise.

I disagree that there should be full alignment between mentor and mentee. While there should be some common elements, it is also worth having some differences. It will make mentor-mentee relationship interesting and make the scope of learning wider.

Verificar o alinhamento entre mentor e mentorado envolve comunica??o aberta, feedback mútuo, avalia??o de metas, constru??o de confian?a, conforto na rela??o e acompanhamento do progresso para garantir que ambos estejam na mesma página e avan?ando em dire??o aos objetivos acordados.

Ao avaliar o aprendizado, considere metas alcan?adas, mudan?as de habilidades/comportamento, feedback de ambos, aplica??o prática do conhecimento e avalia??es periódicas para garantir alinhamento com objetivos e adaptar o aprendizado, se necessário.

Define the KPIs to track your learning. Track the status of Learning- Completed/Pending/Work in progress Evaluate the Practical application of learning- -Define a goal to test yourself, complete that task and Self evaluate -Take Feedback from Mentor Incorporate the feedback

Good question… my recommendation is define quick tasks ever meet. However, every new meet, question the progress for mentee in tasks.

Seeking feedback is crucial in the learning journey, as the process evolves gradually rather than yielding instant results. A mentor, with their specialized expertise, plays a pivotal role by imparting knowledge and providing valuable insights to the mentee. It is essential to document your objectives, track your current progress, and outline future plans to ensure a structured and informed approach to personal and professional development.

I believe mentor mentee relationship as a parent child relationship. This is as follows: Mentee comes to mentor by admiring and believing him/her as a trusted advisor. similarly, a Child come to parents believing them as trusted advisor. Feedback has no exception in any relationship. Feedback encourages openness, transparency, appreciation and other many qualities. Feedback can be negative, but the manner it is delivered shall be acceptable. It is appreciated, if mentor is genuine with the feedback. Success of mentor mentee relationship is best determined if both are happy at the end of the day. The happiness can be related to many reasons, be it achievement of goal set by mentee, be it respect between them, be it any other thing.

Mentoría sin retroalimentación es la mejor forma de generar inseguridades. Si a una persona no lo orientan (cuando está en el rol de aprendiz), va a sentir o que todo lo hizo muy bien, o que todo lo hizo muy mal. A las personas hay que hablarles, y la retroalimentación es la forma adecuada para poder orientar.

Here's how feedback can contribute to evaluating and improving the effectiveness of such a relationship: 1. Progress Evaluation: Feedback provides a means to assess the progress made by the mentee in achieving their goals. 2. Performance Assessment: Feedback enables the mentor to assess their own performance in supporting the mentee's development. 3. Communication and Trust Building: Feedback serves as a tool to foster open communication and build trust between the mentor and mentee. 4. Identifying Challenges: Feedback helps in identifying any challenges or obstacles that the mentee may be facing. 5. Continuous Improvement: Feedback encourages a culture of continuous improvement in the mentor-mentee relationship.

The success here is not about how skilled/knowledgeable mentor or mentee individually is, but it's all about how the combo works. In my opinion, if mentor is happy about the contributions from the mentee and the mentee is constantly excited about the guidance/assignments/challenges from the mentor, then it is in a good shape. Irrespective of what the set goals are, if mentor is impressive of the contributions and mentee is motivated enough, then it is in the right direction.

El mentor cree que ense?a y el aprendiz cree que solo aprende, pero, no. Nada más falso que esto. La diferencia entre el mentor y el aprendiz es que el mentor es más viejo o tiene más experiencia, pero los aprendices son, a su vez, unos grandes profesores.

Breakup into different categories and then identify- Task <A>: Very satisfied, Satisfied, Neutral, Dissatisfied, or Very dissatisfied Reason for the same- Why Very satisfied? What helped? How you apply this? How can you go the next level? Why Very dissatisfied? What was lagging? What is something that you could have controlled if yes how? How can you pivot now and change this?

The best way to analyse the success is to measure the satisfaction with your subordinates. If your subordinates are performing tasks with alignment of your expectations then you can think of delegating some more tasks and then this way will give you the correct result. Thus you can analyse success or failure.

A revis?o é um processo fundamental para acompanhar o avan?o do planejamento, mas é necessário utilizar boas ferramentas para ajudar neste acompanhamento e fazer uma avalia??o constante, entendendo se o caminho que está sendo trilhado corresponde às expectativas do mentorado. Alguns frameworks podem ajudar, mas a gest?o do conhecimento e visualiza??o geral também s?o quest?es importantes nesse processo e para isso podemos usar ferramentas de mapa mental e colaborativas como o Miro, que promovem uma visualiza??o na metodologia e frameworks gerais, bem como a sua evolu??o com o passar do tempo.

How much have we helped each other? Have you grown as a better mentee during this learning? Have I grown as a better menter during this learning curve? If we are able to articulate and get details for the above questions it points that we are successfull in the mentee-mentor relationship.

Uma dica simples que pode ajudar no resultado final: O mentor n?o é dono da raz?o. Sua experiência é pra ser compartilhada e a decis?o de utilizar as referências ou n?o é exclusivamente do mentorado. N?o cabe ao mentor dizer o que é melhor ou tomar decis?es importantes e isso precisa ser esclarecido já no inicio da mentoria para um alinhamento de expectativas.

Take pictures during the session! Live ones and share them with people as a bonus. Show them you care about their style and emotions :) Good luck!

in my experience, the best relationships go like this: 1. Mentee has goals/outcomes/problems they want advice on from someone more experienced 2. Mentor provides advice, helps talk them through how you made your own difficult decisions from personal experiences, provide encouragement and support 3. rinse and repeat as many times as needed in a non-judgemental way, always considering the mentees best interest.

my recommendation is define quick tasks ever meet. However, every new meet, question the progress for mentee in tasks! Because is very important understand given evolution in process.