What are the most effective ways to ensure peer mentor confidentiality?

Indiscutiblemente la mentoría, como todas las profesiones y los roles del acompa?amiento de personas compartenla importancia del sigilo profesional y la confidencialidad de la información. EL código deontológico de la mentoría, es el elemento que enmarca todos los elementos asociados a la confidencialidad y contiene todos los preceptos del ejercicio de la profesión. De otro lado, el contrato entre mentor y mentorado, define los alcances del proceso y los acuerdos entre las partes. Mentor y mentorado, deben definir, los alcances de lo que puede ser y no puede ser compartido. Entendiendo que el mentor, también entrega información confidencial de su propio proceso y quizás de las metodologías que puedan tener derechos de autor.

The limits of confidentiality is an important one, since as an employee there are certain matters that would need to report even in the context of a mentorship relationship. (e.g. policy, compliance etc.). Beyond these matters be clear that whatever gets discussed stays between the two of you - unless the mentee sends you a written request authorizing you to discuss specific content with others (e.g. manager).

In any mentoring relationship (peer mentoring or other), confidentiality is key. It's a fundamental principle that allows both, mentor and mentee to show up fully and share candidly. When training mentors I advise to spend some time at the beginning contracting, i.e. agreeing the frameworks and rules for this engagement. Confidentiality has to be part of that conversation. And to keep it simple, I advise that everything said during mentoring should be confidential and that any exceptions to this will be explicitly discussed and agreed. (Only exceptions to this would of couse be the risk of serius harm/ illegal activities as mentioned in the main article.)

Mentoring is all about guiding the mentee in the right way. Setting certain ground rules is essential. A few pointers to consider:- 1. Clearly communicate the expectation of confidentiality at the beginning of the association 2 I always mention about the trust factor that the mentor and the mentee need to exercise in the professional association. 3. As a mentor I always create a safe space where mentee can talk about anything without being judged. 4. Reinforcing the pointers of following the trust factor in any associations from time to time is needed. 5. Always having a written document duly signed by both parties holds a lot of value. 6. making necessary changes to build on the authenticity of the document is also essential.

Upper Management; always makes sure their protected within the hiring process with their many forms. But they have little in place to protect their managers from liabilities and lawsuits. I would suggest that all managers create their own form that protects them and make that a condition of employment. Let your new employees understand that everyone is equal and must be treated with respect and integrity. “ Our success will be measured as one force” we collectively must focus our efforts on achieving our corporate goals but at the same time support each others. Earn your staffs loyalty by putting their needs first and you will achieve your goals. Not everyone can lead but those that can should…

I have found that asking questions upfront is the best way to make both parties in a mentor relationship comfortable. When I start to meet with a peer I ask them what development goals they have and where they feel I can be of help to them. This gives me an idea of their expectations and helps me understand where their boundaries may be. For example, one mentee told me she wanted to work on her confidence while speaking. We spent a few minutes after each session with her sharing a personal story and focusing on her presentation skills. This allowed her space to share what she was comfortable with and led to genuine conversation.

Something to keep in mind is that a mentor relationship should always be supported by both people involved. If one person isn't fulfilling their part, it's okay to end the meetings. If your mentee seems to pull back, don't take it personally. They may not have the time or dedication at that time to give.

Un aspecto también importante de mencionar, respecto a la confidencialidad, es la importancia de la adecuada práctica de ésta, cuando se requiere una remisión profesional. El hecho de remitir no implica revelar todo lo que se conoce del mentorado. Hay que saber entregar el caso y guardar dicha confidencialidad.

If you are someone who can't keep a secret, no matter from whom (even your SO) or no matter how trivial, then, please, do NOT be a mentor! I currently work in a field where HIPPA is the law. The number of people who do not get what this means staggers me. If you do keep secrets, but wish you could tell someone, do NOT be a mentor. The individual is trusting you to be mature, to be a healthy, safe place. Only consider being a mentor if your focus is on the individual and not on ANYTHING about you.