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How do you balance feedback and support in your mentoring style?

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Mentoring is a valuable way to support and develop the skills and confidence of educators, whether they are new or experienced. However, mentoring is not a one-size-fits-all approach. Different mentoring styles can suit different situations, goals, and personalities. In this article, we will explore some common mentoring styles in education and how to balance feedback and support in your mentoring style.

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1 Directive mentoring

Directive mentoring is a style that focuses on providing clear guidance, instructions, and feedback to the mentee. The mentor acts as an expert and a role model, and sets specific goals and expectations for the mentee. This style can be useful for new or struggling educators who need direction and structure, or for addressing specific performance issues or gaps. However, directive mentoring can also limit the mentee's autonomy, creativity, and self-reliance, and may create a dependency on the mentor.

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Erwin Hohn

Director at Institut IPA
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It is useful to cross reference this style with Situational mentoring (see below) as this style will only limit the mentee's autonomy, creativity, self reliance etc when it is applied to mentees who have developed greater confidence and capability. The mentor needs to "diagnose" where the mentee is in terms of confidence, capability and commitment and only directly apply a directive style when the mentee is low in both confidence and capability

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2 Collaborative mentoring

Collaborative mentoring is a style that emphasizes mutual learning, dialogue, and partnership between the mentor and the mentee. The mentor acts as a facilitator and a peer, and encourages the mentee to share their ideas, experiences, and challenges. This style can be beneficial for experienced or confident educators who want to expand their knowledge, skills, and perspectives, or for exploring complex or ambiguous issues or goals. However, collaborative mentoring can also be time-consuming, challenging, and less focused, and may require more trust and rapport between the mentor and the mentee.

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3 Nondirective mentoring

Nondirective mentoring is a style that empowers the mentee to take charge of their own learning, development, and decision-making. The mentor acts as a supporter and a listener, and asks open-ended questions, provides feedback, and reflects the mentee's thoughts and feelings. This style can be effective for self-motivated or mature educators who want to discover their own solutions, strengths, and potential, or for fostering personal or professional growth. However, nondirective mentoring can also be frustrating, slow, and vague, and may require more patience and skill from the mentor.

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4 Situational mentoring

Situational mentoring is a style that adapts to the needs, goals, and preferences of the mentee and the context. The mentor can switch between different styles depending on the situation, the task, and the relationship. This style can be flexible, responsive, and dynamic, and can cater to different learning styles and outcomes. However, situational mentoring can also be inconsistent, confusing, and demanding, and may require more experience and awareness from the mentor.

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5 Balancing feedback and support

Feedback and support are two essential elements of any mentoring style. Feedback is the information that the mentor provides to the mentee about their performance, progress, and areas for improvement. Support is the encouragement, empathy, and respect that the mentor shows to the mentee as a person and a learner. Both feedback and support are important for the mentee's learning, development, and satisfaction. However, the balance between feedback and support can vary depending on the mentoring style, the mentee's needs, and the situation. For example, directive mentoring may provide more feedback than support, while nondirective mentoring may provide more support than feedback. Collaborative mentoring may aim for a balance between feedback and support, while situational mentoring may adjust the balance according to the circumstances. As a mentor, you should be aware of your own feedback and support preferences, and communicate with your mentee about their feedback and support expectations. You should also seek feedback and support from your mentee and other sources, such as peers, supervisors, or professional networks, to improve your own mentoring style and skills.

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Adam Mendler

Creator & Host of Thirty Minute Mentors ? Leadership Keynote Speaker ? Entrepreneur, Writer, Professor & Advisor ? Long-suffering Angels fan
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It is imperative for mentors to establish deep trust and open and consistently open and honest dialogue with their mentees to fuel the two-way feedback and support characteristic of the best mentor-mentee relationships.

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How do you balance feedback and support in your mentoring style?

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1 Directive mentoring

2 Collaborative mentoring

3 Nondirective mentoring

4 Situational mentoring

5 Balancing feedback and support

Mentoring

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How do you balance feedback and support in your mentoring style?

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1 Directive mentoring

2 Collaborative mentoring

3 Nondirective mentoring

4 Situational mentoring

5 Balancing feedback and support

Mentoring

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