How often should you provide feedback to a peer mentor?

Unsolicited criticism, no matter if it is constructive in nature or not, is rarely welcome. If you want to broach this topic, it is best to ask if constructive feedback would be accepted before offering it.

In peer mentoring, the power dynamic is typically more balanced, with individuals of similar experience and expertise mutually supporting each other. Traditional mentoring often involves an inherent power imbalance, as a more experienced mentor guides a less experienced mentee, influencing decisions and outcomes. This means that in peer mentoring it is even more important that expectations are agreed upon in advance, as there is no one person seen as the manager or leader of the relationship dynamic.

I have also heard the term, "reverse mentoring" lately where the "less experienced" person mentors the "more experienced". I have also heard that it is a "two-way street" where both have something to offer, but there is also great benefit in having someone who is not as much my peer guide me in going where I want to be. I am not sure I can get there any other way. On the other hand, I have much to learn from everyone, younger, older, and those who have not been in the field or workforce for as long.

Adaptability is crucial to mentoring. As a mentor on the MicroMentor platform, I have mentored over two hundred entrepreneurs. When I first started business mentoring, I had a list of composed responses on various topics, like marketing, finance, HR, etc. I quickly learned that while much of the content overlapped, each case was unique and required a personalized response. Once I began customizing my stories to each entrepreneur, my success as a mentor skyrocketed.

Feedback in this case is just another way of saying that good communication skills are required to nurture the mentoring relationship.

The frequency of providing feedback to a peer mentor depends on the mentee’s needs and the nature of the goals. Typically, aim for: 1.Regular Check-Ins: Weekly or biweekly meetings for progress updates. 2.Milestone Reviews: After achieving significant goals. 3.Mid-Program Evaluation: At the midpoint for course correction. 4.End-of-Program Review: To assess overall progress and growth. 5.Ad Hoc Feedback: As needed based on challenges or achievements. 6.Ongoing Support: Continue post-program for sustained development. Flexible yet consistent feedback strengthens the peer mentoring relationship.

I think one very important aspect of giving a feedback for a peer is that you don't just give feedback without being asked. Being a mentor for a peer is more sensitive than being a mentor to someone younger or at least someone that you don't have a relationship with, giving your feedback without being asked can give the exact opposite intended effect so always take consent first from your mentee to give them your feedback otherwise it'll be just rude especially when it's harsh feedback.