How do you set shared goals with cross-generational mentors?

1 Understand the generational differences

Before you set any goals with your cross-generational mentor, you need to understand the generational differences that may influence their communication style, feedback preferences, motivation factors, and learning methods. For example, a baby boomer mentor may value formal and structured interactions, while a millennial mentee may prefer informal and flexible ones. A gen X mentor may appreciate direct and honest feedback, while a gen Z mentee may seek more support and recognition. A silent generation mentor may be motivated by loyalty and duty, while a gen Y mentee may be driven by purpose and passion. A gen C mentor may learn best by experimenting and collaborating, while a traditionalist mentee may prefer reading and listening. By understanding these differences, you can avoid misunderstandings, respect each other's views, and leverage each other's strengths.

3 Identify your individual and shared goals

After you have established the purpose and scope of the mentoring relationship, you need to identify your individual and shared goals. This means articulating what you want to learn, achieve, or change as a result of the mentoring. For example, you may want to improve your communication skills, increase your confidence, or advance your career. You may have short-term or long-term goals, such as delivering a presentation, applying for a promotion, or starting a business. You also need to identify the goals that you share with your cross-generational mentor, such as enhancing your relationship, expanding your knowledge, or contributing to a cause. By identifying your individual and shared goals, you can clarify your intentions, align your interests, and prioritize your actions.

4 Co-create a mentoring plan

Once you have identified your individual and shared goals, you need to co-create a mentoring plan. This means developing a roadmap that outlines how you will achieve your goals, what resources you will use, and how you will monitor your outcomes. For example, you may decide to meet regularly, use online tools, or attend events. You may assign roles, tasks, or responsibilities, such as providing feedback, sharing information, or introducing contacts. You may set milestones, indicators, or criteria, such as completing a project, gaining a skill, or receiving recognition. By co-creating a mentoring plan, you can ensure mutual accountability, commitment, and support.

5 Review and adjust your goals

After you have co-created a mentoring plan, you need to review and adjust your goals. This means evaluating your achievements, challenges, and feedback, and making changes as needed. For example, you may celebrate your successes, overcome your obstacles, or acknowledge your learnings. You may revise your goals, modify your plan, or extend your relationship. You may seek new opportunities, address new issues, or explore new areas. By reviewing and adjusting your goals, you can ensure continuous improvement, relevance, and satisfaction.

6 Appreciate and respect your cross-generational mentor

Throughout the process of setting and achieving your goals with your cross-generational mentor, you need to appreciate and respect them. This means expressing gratitude, recognition, and admiration for their contribution, expertise, and personality. For example, you may thank them for their time, guidance, or inspiration. You may compliment them on their skills, achievements, or qualities. You may admire them for their wisdom, resilience, or generosity. By appreciating and respecting your cross-generational mentor, you can foster trust, rapport, and loyalty.

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?