How can you effectively mentor online?

While I agree that setting goals and expectations is important, too much structure might make things feel more like a business arrangement or attorney/client relationship, and less like a mentoring partnership that is based on trust. Especially for online mentoring to be successful, a safe space needs to be established for open communication, learning, and growth. Don't let this be lost behind a framework of terms and conditions. Focus more on the connection.

Mentoring, like most things, will look different for different people at different times and in different circumstances. Although setting expectations is important, they need to be flexible enough to develop with the developing relationship.

In its essence, mentoring online is not too different from mentoring in person. I believe that personal communication is more efficient than online talk. However, online mentoring offers more sharpened and focused concentration on the issue/challenge at hand since parties can get straight to the point once both are online. Also, it offers flexibility in terms of arranging a meeting regardless of time/location/additional logistics.

In my experience, face-to-face interactions are the most valuable so if you are meeting online, ensuring video is shared enables trust to be built quicker.

In a world acclimated since Coivd to embrace virtual interactions - together with a large portion of the protégé population being millennials and Gen Z - the use of online tools are an effective strategy. This can be to the benefit of both mentor and protege when coupled with scheduling apps which easily align busy calendars. Obviously, the loss some non-verbal communication queues comes with the territory but this can be supplemented with face to face interactions when required.

The online platform also opens up the opportunity to establish mentorship circles (one mentor - many mentees). These gatherings can quickly help raise the general productivity level of a graduate intake group whilst also providing a platform for a mentor and a mentee with natural chemistry to identify each other - prior to embarking on the conventional one-on-one format.

One positive thing that came out of Covid is that we all got more comfortable using online meeting tools. Prior to this time, some people would not engage in online meetings. It has allowed us to connect with a suitably match for a more successful mentor/mentee relationship. Sure sometimes there can be technical difficulties, but we accept this, work through them together growing the trusted relationship.

The mentor should also be willing to be vulnerable sometimes. They should share some of their own experiences, challenges, and failures. What the mentor learned from those events and how they responded could be valuable insight for the mentee, and also further establish a deeper level of trust in the relationship. The lower the walls, the stronger the connection.

It is especially important to note that as a mentor, you are not there to push your opinion on your mentee. Your job is to quiz your mentee as to their motivations and considerations in making decisions, and help them build confidence in their own decision making.

It's very important for the mentor to make sure their skills are sharp for being a good mentor. In addition to being able to adapt to the mentee's learning styles, the mentor needs to take inventory of their own readiness. Communication skills are obvious, with listening at the top of the list. Don't forget other things too, such as empathy, coaching, influence, critical thinking, the ability to understand, ability to problem solve, and the ability to see different perspectives. I'm sure there are others. The important point here is that a mentor has a responsibility to be equipped with the skills necessary to provide the best experience for their mentee.

Effectively mentoring online requires strategies to foster a productive and meaningful mentor-mentee relationship. In my experience, it is pointing my mentee/s to relevant resources, articles, books, or online courses (highly recommend Linkedin Learning) that can support their growth and understanding of the subject matter.

As someone who has at times been a mentor and at times a mentee, I have noted that the needs for mentoring come and go. In some intense phases of uncertainty and rapid decision making, the mentoring need increases, and in more quiet times the need decreases. As a mentor, if your mentee is asking for a break it is not a sign of failure. Know that you have had an impact on someone's life and career, and take pride in that.

Navigating life and a career is no easy task. Everyone needs to have that circle of trust or that tight-knit support group of people around them to help get them through. A mentor can be a meaningful part of that. It's a responsibility, though, and should be treated as such. Too many "mentors" I've experienced make it about them or seemed to be involved to simply check the box because it was a corporate encouragement. A good mentor makes it 100% about the person across the table. While the conversation is going on, the mentor must always be present and focused on their mentee. With that will come a rewarding experience for everyone.

Making the experience rewarding from both the Mentee and Mentor is key. On line, the Mentor’s ability to “empathise in the moment” makes a difference. I believe that Mentors who gain that skill can serve Mentees better. Empathising with someone you have never met in “physical reality” is an interesting skill to work on! I believe “caring” makes all barriers soften fast.